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I gave 4 rounds of interview for Manager 1 but the final decision was that I am unable to raise the bar. The recruitment coordinator asked me if he can keep my details or share my details to his colleagues so that they can check if I fit in some other role in future. Any idea about the cool off period?Amazon
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Corporate America 2-4% is pretty standard outside of promo years
I’ve never seen standard raises every year. Usually it’s a factor of individual and company performance. I don’t see how they can guarantee it; if the company hits hard times they won’t be handing out 5% raises.
Somewhere between 2-4% is normal for most of Corporate America, wit 3% being the baseline rate.
I have rarely made more than 3.5% outside of the years I received a promotion. The smallest merit raise I received was 1.25%, and I think this was due to my manager at the time didn't care for me that much.
4-5% in industry seems very fair. Usually you don’t get that much.
Here are my salaries for the 9 years ive been working (same company striaght out of college). $57k, $62k, $72k, $84k, $140k, $144k, $160k, $192k, $204k. the large increase from 84k to $140k wad a match to an outside offer. otherwise around 15% increase on average.
Why is your title still showing as « intern »?
As the first person mentioned it’s not necessarily standard or consistent and it shouldn’t be. These have been my raise %s since I started 5% > 54% > 18% > 15% > 19% > 5%
Note that most of the replies with several large annual increases work in public accounting. I’m not sure what you do OP, but if you’re good at what you do, you can rise very very fast in public accounting. In industry, 2-4% is common and promotions will be hard to get from the staff level without public accounting experience.
Agree with this
Cant really answer that in a vacuum without knowing where you work, and how demanding/difficult the job is.
I’ve been through two raise cycles and I’ve gotten 29% and 17%, but one was a promotion and, as far as tax goes, the work is complicated and I do fairly well at it, at least relative to me peers. I expect the percentages to go down, but still be substantial going forward.
It’s going to be economy and market dependent. Example: Booming economy more client work than a firm can handle and serious competition from other firms means higher raises. Stagnant economy excess people and no competition in hiring from other firms means small raises for all but the top consulting sellers.
Consulting??? I think top sellers in all service lines are rewarded!
In addition to above, I’ve always cautioned that percentages can be misleading given they don’t account for whether your current salary is above or below market or your performance/ contributions relative to expectations for your role.
Not saying %s should be ignored but that they shouldn’t be the only (or even main) data point.
I always looked at increased $ over py (per paycheck / month / year).