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Hi Fishes, I was asked for documents submission for CTS yesterday. Considering my interview was extremely good, can you please suggest how much can I expect from CTS?
YOE:4.2
Current CTC -7.8LPA fixed
Role : QA Automation Engineer. Tata Consultancy Cognizant Capgemini EPAM Systems Infosys Amazon India
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20 lpa for 3yoe capgemini is it safe ?
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I have a few thoughts here:
1-It isn’t your role to “advocate to get the new hire the max salary.” The band exists for the role, but that doesnt mean new hire is qualified for the highest end of the band. You should advocate for the hire to get the pay that they are qualified for. So consider what you learned about them in the hiring process and what the expectations are for the role. Do you think this is a new level for the person, and will take some time to step into the role fully? Maybe they are in the lower end of the band. Is this person seriously close to being overqualified, has done this role before and likely to be promoted quickly because they are almost at the next level? Then they are on the higher end of the band.
In all honesty, your HR is not likely to give the highest end of the band, because it doesn’t give room for raises without promotions.
2 - Salary bands often overlap, so I wouldn’t necessarily look at the high end of this band means you are underpaid. It allows for people to stay in roles longer, and if they want to stay in the role without a promotion-it can still be adequate pay. If you look at your salary band compacted to the next higher (or even two) levels, you will likely see the same.
3 - Before you saw this band, did you think you were underpaid? It’s always fine to ask for more money, but know going to HR and saying “hi-I deserve more money because the highest bands below me is more than me,” isn’t going to convince them to give it to you. Consider what you are worth, why you are worth it and make that case. In the same way I said you would evaluate the new hire, evaluate yourself: what is your band? Where are you currently in the band? And why should you be elsewhere in it?
Good luck to you—
And as a people manager, one of the best suggestions I have for you getting a new hire: intimately get to know about how pay and salary is structured in your business. Who makes the decisions, how they make them, the deadlines associated with promos and raises, deciding factors, how the business looks at pay and salaries, etc. Knowing all this makes you a better advocate for yourself, your DRs and others. Makes it less likely HR can brush you off as someone who doesn’t know what’s going on.
Mentor
1. You don’t actually ‘need’ to outearn your direct report. There are no rules that say this. 2. Never hire anyone with comp at the top end of a band bc they have nowhere to go. 3. Top end of most bands flow into band above 4. Advocate to be paid what you deserve/ market and separate your own negotiations from the salaries of your reports.
I would certainly not be waiting to point it out