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I had my interview with Cognizant last month. HR round and salary discussion was completed on 27th September. The HR said offer letter would be released within 2weeks. Now it's already 2weeks. But I didn't hear back from the HR. What shall I do?Accenture Accenture India Tata Consultancy Capgemini
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How much time Mindtree take to release offer letter? I am waiting from last 2 weeks or more. On their candidate portal it is showing Shortlisted, however no offer letter . I have called the HR 2-3 times in past 5 days, however HR doesnt pick up my calls.
Below is the email i received from Mindtree, a week ago.
We would like to inform you that you have been selected in final interview with Mindtree. We are currently in process of taking your candidature for further processing.
Mindtree
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Cisco interviewed me for 3 months for a couple of roles and then offered me comp that is considerably less than my current comp for a product manager role!! They also said its cisco policy to not offer rsu for mcol cities. Rsu is apparently only meant for candidates in hcol cities.
Need to punch a bag every day for several days to get over this bs.
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What’s the move tonight?!?!
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Basically what D1 said. Promotion readiness is basically just showing that you are ready to handle next level work responsibilities (more focusing on the ability/capabilities etc) but tiers are based on the impacts you actually made during the yr (compare to others)
So for example, senior A created an efficiency solution (either by building an automated tool or streamlining the process) for a specific process which saved hours for multiple teams for this market sector, other than that though senior A has not yet demonstrated ability to perform at manager level (did not perform acting manager level responsibility or demonstrated ability to lead teams/manage clients), so likely senior A would receive tier 1 because of the impacts he/she made but not necessarily manager promotion.
On the other hand senior B was performing acting manager on project A and demonstrated that he/she can lead the charge. But since his/her impact was probably more limited to his/her own teams compare to senior A, senior B likely gets their manager promotion but a tier 2 rating.
You are right that a lot of times performing at next level is considered going above and beyond which means high impact but because impacts are assessed in a relatively term (compared against your peers) and there could always be those peers in your group that made impact to a broader team or on a bigger account that when we quantify the impact in terms of dollars or hours saved/earned they become tier 1 and the promotees don’t need to be that top tier to get promoted bc even if their impact were less compared to tier 1 that didn’t change the fact that they demonstrated readiness in next level and ready to be promoted.
So getting getting promoted with a tier 2/3 is actually very common - it really depends on how the rest of your peers performed.
And to some extent the bigger the accounts you work on (those big clients that bring in huge revenue for the office) the more visible and impactful your efforts would be, or the more teams you are able to make an impact on the bigger the result would be. So to get tier 1 (especially when your peers are all high performers) you need to be a little strategic about how can you make your efforts more visible
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You can be tier 3 to get promoted although that is rare
Chief
It’s not weird unless you only believe truly extraordinary people should be promoted.
Promotion readiness and impact are viewed separately at PwC. Who gets promoted is based on business needs. Impact is relative.
I don’t know the answer for sure, but the way I understand it is that the tiers really just recognize you for extra things you do, like organizing office events, volunteer work, etc, as well as having a super high utilization (working overtime).
So the bonus is connected to the Tier rating to thank you for going above and beyond.
But getting promoted still needs to have a business case for client needs / company needs / overall firm budget.
Just being super involved in the office events and being impactful in the “culture” of the office doesn’t necessarily translate to the firm needing another person in a higher position.
Sm1 is correct. To put it in the most simplest terms. Pwc tier a raise and bonus tier, not a progression ranking.