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Hi Fishes, I had an offer from TCS 10 lpa for the role of Test Automation Engineer and I have asked for 15 lpa fixed from amdocs . However they have a proposed fixed CTC of 12.5 lpa .How do i negotiate it.Can I ask for 13.5 lpa?Amdocs Ps-I have an experience of 3.8 years
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External offer or move. A company’s goal is to keep cost down. They will pay a premium when they have a need. The only value you drive for staying at the same place is not needing to reestablish yourself and rebuild a team. In the long run, building a good team may be more valuable to your growth vs more money sooner. Gotta consider time value of money as well but I think jumping around helped. Especially when you jump to a place that gives you a stronger skillset in what you want to do long term
Great thanks for your insight
IMO the primary reason to take an internal promotion is get the “next step” title and work that for a while before moving to another firm that will pay more for an external candidate. Internal promotions will almost never pay as much as an external offer a they’re not usually willing to negotiate.
It's called salary compression. The longer you stay in one role, the more compressed your salary becomes. That's why many people will change companies every few years. Especially for those who don't move up or around within an organization as fast as they like.
If a company does adjust the pay bands, it's usually in response to what the competitors are doing to attract new talent.
Salary compression refers to a shrinking relationship between the salaries of different levels within the employer. Because outside hires at a given level are typically higher than those of current employees at that level (to attract talent employers must generally pay higher to motivate the person to leave their current job and take a risk on a new company, learn the culture, etc.) As a result, the new hire often must be paid a salary closer to more experienced employees than would normally be the case. If the situation gets common enough within a company, they can make adjustments to the internal employees salaries to restore a more appropriate differential between levels. This often takes time because the cost can be substantial if the compression affects a large number of employees.
Adjustments take time and are usually very gradual when, or if, they happen. External offers are the fastest way to close a gap, but the grass isn’t always greener. Too many job hops can become a red flag, and it’ll be brought up when you finally find the perfect-match role.
Thank you for your insight