Related Posts
Looking for a role as junior software engineer.
Hello Everyone,
- I am looking for a part-time/full-time role as a software engineer. I have Bachelor in computer science.
Pros: Self learner.
Cons: Take too much Tea.
Comfortable:
- Typescript/Nodejs
- Reactjs, tailwindCSS
- GraphQL
Intro and done some work in following technologies also:
- WebRTC
- Django
- Android, Flutter
- Solidity, Truffle
Regards Muhammad Ahsan.
Email: ahsanjsdev@gmail.com
Salary expectations: 15$/h
I joined KGS in feb 2022, we recently got a mail regarding timeline of appraisal and bonus payout from the partner. My reporting manager hasn't yet reached out to me regarding goal setting, not sure if that happens here. Can you pls help me to know what all things we need to do from our end for the appraisal cycle and bonus payout? Since I'm new to this company KPMG KPMG India
Hi fishes,
I am planning a switch so was going through some salary data for a software engineer. My ex-senior manager recommended me a website: Growceed.com which helped me a lot in getting clarification about a lot of things but I am in doubt whether the average salaries of software engineer mentioned on Growceed.com really that much in top MNC companies.
Pwc salary structure? Benefits
Urgent
More Posts
Hey! Any Google folks know if it’s possible to negotiate fully remote if a contract role is hybrid? Personally, I don’t want to relocate and go to the office on a contract role given the current economy. Plus, I’m assuming contractors are the first to go in layoffs. I just think it’s a fair trade off if I’d be allowed to work fully remote. I’m also trying to have flexibility to manage my Airbnb business in a different country. Same time zone as the home office if I’d travel weeks at a time.
MITREs Glassdoor rating is like a ski slope.
Is fishbowl only available on the US App Store?
Additional Posts in Salaries in Tech
What’re UX designers making at big tech?
New to Fishbowl?
unlock all discussions on Fishbowl.
I’d say you need to get an understanding of a few things and go to your direct leader instead of HR as they can often advocate for you if they’re strong. Based on the HR response (and it matters if it’s recruiting vs an HR generalist) they may just be trained to say no.
The other software engineer, is that individual in the same geo location, same experience level and background? It’s common for a 25% swing due to geo considerations. It’s also extremely bad form to know others comp. While it’s common for some generations to discuss it, bringing it back to HR or leadership is usually a way to lose friends and respect.
As an internal promotion is the 5% an internal cap? If so you need to focus on merit or an adjustment instead of tying an increase to a promotion. Otherwise you’re fighting to change policy, not your pay.
Is the market research that you’re doing reliable? I’ve worked with HR studies many times on compensation analysis and when we look at competitors through our consulting engagements it’s always 30% lower than salary.com, Glassdoor and the like. Not a lot of weight is given to publicly available sources since the details shown in an in depth analysis invalidates their data. And don’t forget they’re usually based on total compensation including benefits like stock match and 401K match which can artificially boost the numbers in ways that folks early in their career struggle to take advantage of.
Once you have all the data you need to decide if you’re willing to walk if you’re not treated fairly. Many companies assume you won’t and will abuse your loyalty. However if you have a competitive offer and they value you, your manager can move a lot of obstacles to keep you. It’s tricky because an old school leader won’t trust you after this, so you need to know your leadership team, the unwritten rules and traditions so you can navigate your argument successfully and drive the outcome you want.
I had the same situation. Got promoted and found out my male coworkers, that then became my direct reports, were earning more than me. I escalated it as a men vs women pay issue and got a small bump. I soon left the organization and returned a couple of years later and was able to negotiate a major increase. I now earn almost double what they earn.
Could this be a case of silent or quite firing? Maybe they feel if they under pay you enough you will just leave. I would start looking elsewhere.
I'm looking for a job either as an electronic technician any type of mechanical I'm just one of those people that was born with mechanical ability I automobile mechanic I do not have any schooling I went to school for electronics got an associate degree and I have four credits away from my bachelor's
I told my manager I felt like I was not valued as a member of the team and would like some LWOP to deal with burnout & personal business. I took around 4 weeks off. Doing that at the time of raises got me a 10% raise, which is less than what I wanted, but way higher than my company typically gives.
A different manager hinted that I could do that every other year. That part depends on your corporate structure.
Mentor
I doubt HR can help you. They are there to protect the company, not you. It may not be fair, but companies can pay different rates for the same job. In my company we have desktop support people making $18 and hour and we have some making $30 and experience was not the factor, it was negotiation and timing. It's totally unfair. But sometimes you have to just go to another company.
Wanting, or even deserving, a raise doesn’t mean the company is in a financial position to give you what you’re asking for.
That doesn’t mean you shouldn’t advocate for yourself and seek an increase, but more to say that a lower increase doesn’t necessarily mean the company doesn’t value you. It might just be that there isn’t enough money to give you what you want.
It might be useful to say, “This is what I want to make and this is why I think I’m deserving of that amount. What can we do to get me there, and what would that timeline look like?” That can give you a better sense of whether you should stay there or seek employment elsewhere.
Isn’t it an HR violation to discuss coworkers pay? Idk I wouldn’t discuss anything with HR they won’t help anyway
Better check the scouting report for software engineers in the market right now.
Right now I believe you should accept whatever you’re offered since the job market is extremely brutal. At any given time your boss could lay you off in a short email you never expected. I think getting on HR’s bad side right now wouldn’t be the best approach.
From past experience, if you are not happy, move on. Nothing will fix your salary situation
I brought up a similar situation at my place of work and it backfired on me. Instead of them looking at things logically and the value I bring, they twisted it into me creating a toxic workplace by asking how I found out other people’s salary of the same role, and wondered why I was talking to others about it. That took over the whole conversation when a meeting was scheduled with my regional manager and nothing was accomplished at the end of the day. I actually was assigned 2x amount of work 2 months after that conversation.