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Hi All,
Capgemini :-
26.50 lpa , 24.50 fixed , 2L variable pay.
Location Hyderabad.
ROLE : senior consultant.
Dept : r&d
Joining : 25- Feb-22
PEOPLE TECH :
19 LPA , 18.50 Fixed ,50k variable pay + 1L joining bonus,
Role : senior software developer
Joining :1-Mar-22.
Location : on-site , process will be start once join here , they will send me around Aug-22
Please suggest me, which one i need to be choose for career wise and WLB wise.
Thanks to everyone.
Hi fishes, How is WLB, Hikes in company @dell .
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Anyone going in on VNET?
So true 😅
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Don’t count another man’s money. Are you being compensated fairly based on your market value? If you are then it doesn’t matter if they make more, especially if they have built the firm.
Thanks, you’re right. I am also worried about the future of the firm if 2 of our few lawyers are not working, but I agree it makes sense not to be worried about their pay.
Negotiate what you can but ultimately it’s all about business generation. You’ll never have good leverage until you have a book.
F*ing tax lawyers. 😂😂😂 Many of them have been getting even less user friendly than usual in recent years. The ones who are both good and user friendly: Worth their weight in gold. I often feel like I am fighting my own tax team (even the ones who used to have the best bedside manner) just to give me help as much as I am fighting the other side on key business points.
Hang in there. It sounds like you'll be in a great position to take over more work from existing clients in the future and build your own practice. As a younger partner, you should welcome the more senior ones bringing in work and handing it off to you. Those are your future clients once the old partners retire.
My small firm designed a compensation system that rewarded origination and hours to take into account that some were working alot harder than others. Origination was the bigger share of course but for the person billing 30% more than others, they saw a nice jump in their comp.
Agree with Partner 1. Sage advice. And I would also say that there’s another way to look at your situation. You are being groomed to be in their shoes in the future. The truth is it is always hard for a firm to allocate credit and a lot of the people who are substantial contributors to a practice’s revenue don’t get fully recognized until later in their career, when they are the “go to” lawyer in the practice group. Most cross-selling opportunities go to more senior lawyers and people will tend to be a little selfish with credit until you have power to push back. Some firms are better about compensating young and mid-career partners and some are worse. But, rare is the person who gets paid what they want to get paid. Market powers drive most of our compensation (if we are so underpaid that it’s worth moving, we move - if we aren’t, unless there is other stuff going on, we don’t).
You didn’t know what they are billing out of the office. Time with clients out if the office can be exhausting, even breakfasts, lunches and dinners.
I recently negotiated my partnership percentage up a bit based on my collections, but also can’t help but feel the firm is heading toward a bad place with 2 of our lawyers not working much. I don’t have a real book so it is hard to get traction moving to another firm. I am applying to move in house, and looking at counsel roles. Anything else I should think about? Is this just what happens when senior partners get older - they stop working? Am I being reasonable thinking about any of this?
Are they rain makers? If so, then they are likely networking or working on networking to bring in clients much of that time. From the outside it looks like eating at restaurants, grabbing coffee, etc. but it takes a lot of work to get those professional relationships going and to maintain them.
Are they serving on any boards? Because that can also take quite a bit of time.
The real question I would have is how much money/work they are bringing in the door. Is the firm flush with cash or panicking to meet payroll every month.
What is their retirement off ramp timeline? Does the firm have a written procedure to off-ramp those who retire?
If they are the rainmakers, are they teaching younger attorneys at the firm those skills so the firm will continue to prosper after they are gone?