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Hi guys,
I have experience of 5 yrs in sap mm functional area.my current salary is 9.5 lpa at Capgemini.What can I expect from PWC.Currently I have offer of 18.75 where 15.5 is fixed(I don't want to join this company).
My pwc hr told max ther can give 15 fixed.Should I take pwc offer of 15 fixed?
Inhand salary in ibm for 13 lpa fix ?
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Hey Fishes,
Require urgent suggestions
I will be joining Oracle Financial Services Software(OFSS) and I am worried about job security considering the layoffs that will be happening in Oracle as per below link:
https://www.google.com/url?sa=t&source=web&rct=j&url=https://www.crn.com/news/cloud/oracle-considered-1b-in-cuts-thousands-of-layoffs-report&ved=2ahUKEwjv0Lyb3-34AhX29zgGHZGqBBYQ0PADKAB6BAgEEAE&usg=AOvVaw0c9Bz3n-mb4BhVdPKvIXnE
Require suggestions on whether it would be a wise call to move to OFSS now.
YOE - 7 yrs
Currently in TCS with 13 LPA
OFSS offer - 21 LPA fixed
My company matches 3%. Is that low or on par?
Dumb question from me: what is an anthem spot?
Hi fishes,
How is the wlb in Amex?
What is tier 1 2 3 stuff?
Additional Posts in Salaries in Advertising & Marketing
Starting salary for a creative in Dallas?
Would I know if I’m eligible for a bonus?
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It’s discretionary based on company performance. Usually tied to margin, top line revenue compared to competitors.
Payout percentages are based on title. Ceo, coo, president typically 30-40%
Evp, svp typically 15-20%.
Vp maybe 5-10%
Under vp level its all about what your manager puts in. They get a pool and can spread it around.
It’s all political. Top peeps always have these sorted in their contracts. For public companies go read their DEF 14a documents. It shows bonus percentage for all execs
It’s all a complete sham though. Peeps above decide the actual payouts. Frequently the completely underperforming are rewarded and the hard working peeps who actually get the work done are left with crumbs.
What is a bonus?
There are two types:
1) discretionary, which means in addition to your own performance goals the agency/company performance is considered. This is the worst kind. It means even if you hit the goals needed to earn say a 20% bonus, you could get nothing or very little if the rest of the company doesn’t perform. Totally political and more as others have mentioned. It can be written in your contract still but it will have a caveat about it depends on company performance.
2) contractual, which means if you achieve your performance metrics, then you get the bonus and no other factors get in the way. This is the best kind and tougher to negotiate and get these days.
Ranges of bonus at holding companies might be 5-20% for SVPs, 20-30% for EVPs/larger roles, 30-40% for large global client or big P&L roles, and 40-100% for agency global leaders.
Yearly based on performance with very specific numbers to hit. If we do, it’s roughtly 10% of salary.
They will never tell you, and you have to be in c suite.