How to research salaries when no one publishes them
The salary information problem in Sri Lanka
Walk into any salary negotiation in Colombo without data, and you're doing it blind. Unlike the UK or US, where sites like Glassdoor and Levels.fyi publish detailed breakdowns, Sri Lanka has almost no public salary data. The few surveys that exist — paywalled HR benchmarking reports or outdated LMD salary tables — don't drill down to your specific role and level.
So how do you find out what a mid-level Java developer at Virtusa earns, or what a marketing manager at John Keells Holdings can realistically expect? You build an intelligence picture from multiple sources, none of which requires a paid subscription.
Start with job ads — read between the lines
Companies that post salary ranges tell you more than you think. Search LinkedIn, TopJobs.lk, ikman.lk, and Vertex Jobs for roles similar to yours. Even where salaries aren't listed, note the seniority language ("5+ years", "team lead"), required certifications, and benefits mentioned — transport allowance, medical, performance bonuses. Over 20 or 30 ads, patterns emerge. An "Assistant Manager – Finance" role at a listed company in Colombo 3 that mentions a car allowance and CIMA preference will cluster in a predictable LKR range once you have seen enough of them.
Tap your alumni and second-degree network
This is where most Sri Lankan professionals stop short — because asking "what do you earn?" feels invasive. The reframe that works: ask about ranges, not exact figures.
Try: "I am doing market research before a negotiation — would you be willing to share a ballpark of what roles like yours pay at your level? I will keep it completely confidential."
Most people will answer. Your University of Colombo, SLIIT, or NSBM alumni WhatsApp groups are underused gold mines. So are cohorts from professional programmes — CIMA, ACCA, SLIM, IESL. You do not need many replies. Three to five honest answers from people at comparable levels in comparable companies will give you a workable anchor.
Use recruiter conversations as market research
Recruiters need to place candidates, which means they will tell you what the market pays — if you approach the conversation correctly.
Reach out to two or three recruiters at agencies like Stafflink or Executive Search Sri Lanka. Frame it as: "I am not actively looking right now, but I am curious where the market sits for someone with my background." Most will give you a range. The goal is three independent data points, not a job offer.
One important caveat: recruiters reflect what companies are willing to pay, which is sometimes below what people are actually earning once bonuses, allowances, and annual increments are counted. Use recruiter intel as a floor, not a ceiling.
Cross-reference with LinkedIn Salary Insights
LinkedIn's salary tool (under the Jobs tab) is free with a basic account and has grown its Sri Lanka dataset significantly since 2023. For common titles — Software Engineer, Business Analyst, Finance Manager, HR Business Partner — you will see median figures and percentile bands.
Filter by location (Sri Lanka), industry, and seniority level, then compare against your network data. A wide gap often reflects the offshore-vs-onshore split, or the difference between listed-company and SME pay scales. Both are useful signals.
Understand the total package, not just the base
A common mistake is to focus only on the basic salary figure. In banking, apparel, and FMCG, allowances and bonuses can add 30–60% on top of the base. When building your benchmark, ask specifically about:
- Monthly transport or vehicle allowance
- Quarterly or annual performance bonuses
- EPF/ETF (employers contribute 12% / 3% on top of gross)
- Medical and insurance cover
- Annual increment patterns (10–15% is common at structured companies)
A role offering LKR 180,000 base with LKR 25,000 transport, a 20% annual bonus, and full family medical is materially different from one offering LKR 200,000 base with no extras. Build a total compensation model, not a headline number.
Put it all together before you negotiate
Once you have data from job ads, peer conversations, recruiter intel, and LinkedIn, you can build a credible range: a floor (the lowest you will accept for the full package), a target (median market from your research), and a stretch (top of the range you found).
Going into a negotiation at Hemas, WSO2, or MAS Holdings with a documented range and the reasoning behind it changes the entire dynamic. You are not guessing. You are calibrating.
Sri Lankan salary conversations feel opaque because everyone treats their compensation as classified information. Your edge is that you do not need everyone to share — you just need to ask enough of the right people, in the right way, before the offer arrives.