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Hello folks,
Looking for some honest advice. Considering an offer with SocGen B’lore for Specialist Software Engineer position with 5.5 years exp and into Tech service management. Could you please tell me a bit about following points?
- 25% of the compensation(5Lakhs) is Variable. Does company even pay 60% of it at the end of the year if you perform say 4/5 rating?
- What is an average annual hike that the firm gives?
- How is the work culture and LGBTQ inclusionpolicy? Société Générale
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Nagarro 🐠🐋🐟, Have got a preference mail for Project allocation
1. Technology - I have added my tech
2. Colleagues - asking for Nagarro mail id (don't know so will leave blank)
3. Line Of business - Please suggest which are best Client projects in Nagarro eg Retail, automotive, Finance
4. MNC - Yes
Need Suggestion for Point 3, also if have onsite opportunity will be plus
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What's driving you to work so hard?
Mentor
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Isn’t it your job as a director to write the briefs and make sure they’re well received?
I think understanding:
- what is your job description? Are you now handling work that is above your description?
- how long you’ve been in role
- what does success look like? “Generally well received” isn’t a KPI I can share up.
And crafting proven track record of success and how your work has led to incremental wins.
What’s an example of higher level thinking? Cracking a new brand platform strategy? What would you expect from your directors to give them a raise?
There are a couple of factors to consider/know/line up before the conversation:
- when does you agency asses performance increases? A lot of network shops have 1 or 2 pay increase windows a year, other shops might be ad hoc.
- what’s the going market rate for your title and where are you sitting within a reasonable pay band?
- are you outperforming you current title/role expectations by a notable margin? Writing a bunch of briefs on a main account is reasonable for a Director level position.
The tricky part is I’m not sure what the expectations are since they weren’t laid out formally or informally in a job description or anything. I have growth areas of improvement but that’s about it. I don’t know if I’ve exceed those yet and everyone is replaceable but I know it would be a considerable hit if I left.
What’s the going salary band these days for a director at a HCOL city?
Mentor
I would use this career ladder from Ben J Carr as a rough guide if there was no formal job description/expectations laid out. I would take the “we only give raises at these 1 or 2 times of the year” thing with a grain of salt. If they like you enough or if you’re threatening to leave, they will waive that made up policy.
I would consider 2 things
1. Do you have a few strong/visible examples of how you’ve crushed it over the past year? The ladder is a helpful guide but your proof doesn’t have to perfectly map to what the next level up does - it just has to translate to clear value to the agency. No single employee is a robot that fits this ladder perfectly. With this proof (and a company that that treats people with respect which is rare in advertising) a reasonable raise request should be like pushing against an open door 🤞
2. If your manager/employer make it clear that they’re playing hardball and would rather dangle some carrot in front of you until a later date rather than give you a pay bump now, the only way to get proper leverage in the near term is through a competing offer and asking them to match it. This is maybe a spicy take that some would disagree with but I believe it’s the truth. If you pursue this route just make sure you’re ready to jump ship for that competing offer since they may of course call your bluff