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Hey everyone, I got a call from Deloitte recruiting on Wednesday of last week discussing salary requirements and location. They told me that the team really liked me and that they were going to work on an offer. I got a call on Friday saying one group has approved the offer but they are waiting on others. I haven’t heard much since then. Should I be worried? How much longer will I have to wait?
Hello Xoriant private solutions ltd. folks... what is the hike cycle in xoriant.. ? I heard it is April to March and hike is reflected in July salary... can you please confirm this.. and how much hike can be expected in G4 band at 25LPA. Also, how about H1B nominations.. does that happen as well considering it is US based firm?
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A job market like what we're enduring currently tend to push down salaries. Which just makes sense, companies can present low offers and people who need jobs have an obvious incentive to accept them. You should still try to get some more. You don't want to be confrontational about it, but saying you were hoping to get more is a way of bringing it up without being demanding. There is a good chance they won't budge, but you might as well find out. Companies will pass on people who demand too much, but that tends to be if they come off as not dealing in good faith or they're seen as being unserious in their demands.
it's not that much, 5k more then their highest rang would be enough. I agree about the market, I have been seeing people say that they have been offered an even better opportunity then they had previously with more pay, so i just wonder,but I don't want to be in this market anylonger if I don't have to be
You can always ask for more. The answer is always going to be no if you never ask. I would defintitely ask for more. You don't want to short yourself any money.
Promotions and significant raises seem to be rare here unless you job from dept to dept. Push for higher because you won't see another chance at that money for a while. Also, don't believe them if they say they will increase once you are in.
I would exercise caution before pressing the envelope—especially if calculating from the highest amount of the salary band + $5k.
As a long-time people leader in the C suite and now a small, boutique business owner independently sourcing talent, I offer these thoughts for consideration: the salary band is marginally negotiable but largely conforms to rigid policy to avoid gross pay inequality to protect existing employees from disparate pay gaps with external hires as market rates fluctuate…which is why periodically changing jobs has been financially successful until now. It’s an employer’s market with little leverage for employees.
It’s standard to start a new hire at the mid-point and give pay raises throughout their tenure. If they’re hired at the top of the band, that suggests the role is too junior for their background: 1) it could be reclassified which rarely happens or 2) the person needs to be reconsidered for another opportunity.
Separately but related, for some organizations the mindset and strategic thinking shifted in 2018/2019, while others changed in 2020/2021. Employees are no longer categorized as a companies’ largest asset for knowledge management to which they would compensate. Rather, they are a depreciable asset with short term ROI balanced against the liability column.
Specifically, many large orgs are RIF first vs. last resort to juice P&L adopting a finance first ethos: cut first, label it productivity & reap Wall St’s praise.
In a difficult jobs market, I would weigh all the factors including salary. Best of luck on your interview!
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