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Joined on current company: November 2021
Current CTC: 7.26 LPA( 6 fixed and 1.26 variable pay) Offered CTC:13.2 LPA (fixed: 12 and 1.2 variable pay)
Total years of experience: 5.5 years
Note:
I got another offer by got call from applied long time before job.
Just i tried and cracked.
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Hello Guys,
I Got one Offer from Fynd but that is too low for me and as per my expereince
They are giving me 9 LPA bcz I quoted that amount when I applied for it long back. at that time I didnt know more about how salary and all calculated and whats the market research
Now after clearing all the rounds when we meet for salary discussion i told him my real desired salary as per experience and market reseach
He told me that I quoted 9 LPA so we can not do more "unless you have any counter offer"
Coach
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Well, a certain level of employees are contractually owed bonuses.
And there are those that are closest to P&Ls and responsible for their growth.
Then there are those that are high performers (based on qualitative measures) that are at risk. They come next.
Then there’s the group that’s high performing that may not be at risk of leaving but has great management relationships. They’ll often get a good place in line for bonuses.
And finally there is everyone else. Even those that haven’t gotten raises in years. But unfortunately, if they haven’t outperformed on a big stage, or don’t have a super senior person advocating for them, they get lost in the fray. It’s unfortunately reality
A great company will have a transparent view on bonuses.
Very few agencies do almost all Fortune 100 companies do.
I once worked at an agency whose executives still got 6 digit bonuses in a year we laid people off and most people didn’t get bonuses. Let that sink in.
The biggest killer of morale is lack of transparency. When people don’t know they gossip and fester.
Thanks for the reply. How about amounts? Are there differences between people at every layer? Or is the difference layer by layer. Just curious how the bucketing happens.
Those amounts will Chang so drastically company to company, level to level, etc. But if I was going to completely guesstimate it would be something like:
Most senior people: 15% to 25% of annual salary
Somewhat senior high performers: $10K to $20K
Others that get at least something: $5K or so
For us 50% is company performance. If we hit our goals that are set at beginning of year this is fully funded then other is individual. 4 on review is 150% funded, 3 100%, 2 I believe 80%, 1 50% and 0 no bonus