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Hello Sharks...
Cleared all rounds in SAP Labs for Linux SRE... HR round was completed today...
The HR spoke about salary range etc... I have already submitted the documents, etc.... She confirmed that, she will update me in 2 days....
Current company: TCS..
Current CTC : 15.2 LPA.
YOE: 13 Years.
Tech Stack: linux/UNIX and cloud architect. Having offer from Oracle at 28 LPA fixed.
SAP, i have asked 36L...
At this stage, can I assume that i am already selected..? SAP
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Cheers to the long Memorial Day weekend 🇺🇸🥃🙌🏼
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What are resources to become a better strategist?
Hey guys, I need 11 likes. Thank you.
As an ADC applying this summer for 2022 start, I haven’t gotten a chance to connect with any L.E.K. Consulting members and I really want to get to know the company better before moving on with my application. Any L.E.K. Consulting fish out there willing to spare a few minutes to chat about their work, the company, the culture etc? Thanks!
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I'd give you an answer but honestly no one really knows at Accenture 😂
At Bain, we have 5 possible ratings. 80% of people get the middle rating and are paid the target bonus. 10% or so of people get lower than that rating and a lower bonus. They are either put on performance review or managed out. 9% or so of people get the second highest rating and a 50% higher bonus. 1% of people get the highest rating and 2x standard bonuses. Percentiles are not fixed, but that's how it usually shakes out.
I used to work at Goldman and their system was somewhat similar to what you are describing BCG. Accenture did that but is moving away from it to more of an individual priority measurement system. So people above you vouch for your promotion and think you are ready. Given the company is so big ranking people at project, then account then functional/industry alignment was almost a 6 month exercise. There is still a comparative element but more watered down.
it's determined my a mysterious group of people and is based on if you have kissed their ass
^not op but I like that it's relatively transparent, and they tell you pretty much exactly what you need to improve on within a certain time frame to get promotion. Your CDC advisor and staffing coordinators can then help you land specific projects or modules that will help you gain those necessary skills. I feel like the system is built to help you succeed
Sorry for radio silence - typically only get on this during lunch / in evening. Agree with all of the above. One add- it feels very predictable and bottoms up. For example, I have bi weekly feedback sessions, which provide pretty good insight into how I am performing- this is reflected in my end of case review. And the end of case reviews roll up to the CDC placement. Nothing has ever been a surprise given the regularity and candid nature of our ongoing feedback process.
So OP, what do you like about your system?
@bain- interesting split. Outside of bonus, I think performance impacts staffing opportunities. Given such a large number fall into the same rating, I imagine this just means more word of mouth / networking versus differentiation on performance level?
People don't network to get staffed, at least at the offices I've been in. There's a staffing manager who oversees the process. He or she tries to balance the teams to make sure none are too stacked and none are too screwed. So performance does impact staffing, just not in the usual way.