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I have recently got selected in tcs and I have 10.5 years of experience with 25 LPA. Now for salary negotiation hr is asking me to go with ur current pkg otherwise it will be dropped bcoz it's already very high pkg for them. What should I do if I have an offer of 29 LPA from other company? Tata Consultancy@
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Try to negotiate your salary all you want, but I wouldn’t even bring benefits into it. Every employee is eligible just the same and who’s to say your situation won’t change in the future? What if your spouse loses their job or you get a divorce? Are you going to offer that portion of your salary back if your situation changes in the future and you need their benefits?
I don’t need heath insurance benefits either due to spouses so I’ve been happily working “perma” freelance and getting great hourly rate plus 1.5x for over 40 hours which is awesome.
Of course that means you fund your own vacations/days off etc.
I didn’t. I had already started freelancing for other reasons and just sort of found myself in this situation and realized it works nicely for me.
I would try it. But make them believe you want to buy them privately. If you say you get them through your spouse you won’t have the leverage to use them as a negotiating tool
My pay as a freelancer is nearly double my rate as a member of staff, so there can be a pretty significant difference there
Brilliant idea. I’ve not heard of this being done at big holding company agencies, but doesn’t mean it isn’t possible.
A freelance/consulting position, sure. You should have higher rates there because you’re responsible for all of your own expenses (taxes, insurance, etc).
I’ve rarely, if ever, seen that work on full time however. Our offers actually explicitly state that benefits aren’t trade-able for salary.
A company generally budgets for and needs a certain number of full time employees to run their business. And theoretically you’re committed to eachother (or as committed as at will employment can be). For my FTEs, we have an ongoing relationship that’s about building them, their careers and growth paths, and the company together. We look for opportunities for them to grow their talents and add skills, while also contributing to company culture and internal operations. There’s also time and space for internal projects or personal interests, as time allows.
Freelancers are a more transactional relationship. We, as a company, pay a higher premium for particular skills or the flexibility to say “we need your skills for two weeks, and then our relationship is concluded”. There are of course longer term freelance relationships (I was a freelancer for years before I went full time, so I’ve experienced both kinds). I believe in treating recurring freelancers as part of the team, but since they’re not FTE, we don’t feedback on growth areas the same way, they don’t participate in all the inner workings of the company, and they don’t do things like manage others. They set their own rates, which they are open to negotiate, but they don’t participate in bonuses, 401ks or any other “retention” type benefits.
I’ve seen it done at smaller, privately owned companies
Speak to your immediate boss and HR and ask. It
I needed insurance coverage through a particular provider so I attempted this negotiation. Unfortunately, I wasn't successful. I was pretty frustrated because it meant leaving significant compensation on the table, but there was nothing I could do with their employer-provided plans. Good luck with your negotiation, OP.
I haven't considered doing so before, but this line of thinking seems reasonable. I just don't foresee and company willing to be so flexible in accommodating your wishes.
Honestly, I never even thought about that. I never need my benefits either. I hadn't ever thought to try this.