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Hi Folks,
I have my profile created in ibegin. An interview was scheduled and after the discussion (went well), the panel took a screenshot with my PAN. However, in ibegin portal, the status still says "profile created". No further updates are provided. How long does it take to see the updates in portal. Even if I'm rejected, will it be updated in the portal? Tata Consultancy
Hi, Can someone pls share my referral in wipro, capgemini, hcl or other mnc company for pune or mumbai location . Skill set: Microsoft exchange, O365, Azure AD. Yoe: 3.8yrs. currently company infosys and Serving notice period with last date 14march2022.
Holding highest offer of 12 lakhs from cognizant for pune location.
WiproCapgeminiHCL Technologies Accenture
TIA
Does anyone know what the starting salary would be for a just promoted senior accountant in A&A at MNP in Alberta, Canada (specifically Red Deer)?
I have been told I will receive an offer shortly and want to have some idea of what is a fair offer is, as my options are either take it or wait for internal promotion at my current company which should have occurred already. I have written CFE and passed it but still getting my hours for the designation. MNP
How you guys feeling about the raise?
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Any tips on getting on boarded / started at Amazon? I’m working in Account Management for AWS and start next Monday. Any tips you might have on getting started there, how to go about the on boarding process, or anything in general will be a huge help!! I’m a little nervous bc this is my first role in the tech industry but also very excited!
TYIA!!!
Amazon Web Services
Looking for your insights on HRTech, what’s hot?
I only mentioned a real competing offer when I thought it was relevant but I’ve heard of people saying they have an imaginary offer because it makes them look more desirable as a candidate. I was personally hesitant to say anything to my top company at first because I didn’t want it to come off the wrong way. Ultimately, I only mentioned it when I was at the offer stage just as a “I have this other offer coming but I really want this role so if you can give me x I’ll sign immediately” i don’t think it was even necessary to mention but I just felt like being honest. In my experience honestly was really the best approach.
Yes, this is a real life situation. We don’t ask to see offer letters when speaking to candidates with the rare exception of when we need to validate it in order to match a competing offer
It’s an extremely common negotiation tactic in basically any situation. Know your negotiating position before you blow it though.
Could be but it’s also a job seekers market 🤷♀️ it’s very likely they do and aren’t bluffing
Chief
Yes, I am sure people claim they have active offers to boost the offer or speed up the process.
Usually we do have multiple offers. I only mention to a recruiter about another offer if I do really want the position as I wouldn’t really care about a place I wasn’t interested in knowing that or not.
Or if there’s a salary/benefits increase I could get by showing an offer I have in hand.
As for why you aren’t seeing the LinkedIn changes, some people don’t update their new roles immediately and sometimes they don’t take the offer they’ve mentioned.
It’s interesting to see this post because yesterday I’ve received an offer and then I informed immediately to other companies I’m interviewing for about this, for 2 reasons:
- to speed up the interview process
- (for those I finished the loop) to speed up the decision-making process and not lowball nor string along me
At the end of the day, it’s just about knowing your position or your negotiating power, really. However, if both sides have not been transparent about the offers they have/give, it would depend more on each side’s situation.
If you anticipate a decent number of quality candidates for the roles or there would not be a considerable loss in case you miss the candidate, just ignore their update and continue with your initial plan. If you feel 50/50, you may want to “check” the candidate’s offer though it may affect the trust/pov about each other. Ask the candidate to provide more information about the offer, like what company, org, team, role, comp, etc. even the evidence if needed.
At the other end of the spectrum, if you value the candidate and don’t want to hurt the relationship, then do what you can to help them have more options to consider.
From a candidate standpoint, I want to say that if you are among the ones informed of the candidate’s offer, your (potential) offer should have some values/ a good option that the candidate wants to consider before making the final decision.