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Hi Fishes, Pls help,
YOE: 13 yrs
Cctc: 13 lpa
Have cleared HCL interview. Initially they offered 23 lpa (via proposed offer letter), but i requested to reconsider it for 25 lpa.
After 5 days, they sent final offer letter of 19 lpa (stating they can offer max 50% as per L4 approval).
Queries:
1. Is this normal or rare case, reducing the offer amount from what quoted initially?
2. Should I accept or negotiate?
I don't have any other offer as of now.
HCL Technologies
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Conversation Starter
The new company I’m at now sent me an email from an email address that was HR@companyName.careers saying I was accepted for the position. They gave me paperwork to fill out and sign to accept the position
I fill out the paperwork and send it back to them and it goes through… then a few days later I go back to the email to say something else and I get this…?
Then today I got a check from the company In the mail to setup my home office, and it’s signed by someone I’ve never met before or heard of…?
What…..
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I’m sure he is hiring her because he thinks she can do the job. Your goal should be to be 100% supportive and an Ally. If you see the need for appropriate accommodations be the voice that speaks up and the person that takes action to make it happen. Change your mindset from “This won’t work” to “How can we make this work”.
Wow. It’s actually against the law to not provide accommodations. Way to out yourself as ableist with this post
OP, do you really not understand that your employer (assuming they are in the US) is LEGALLY required to make whatever accommodations are required? So if the accommodation does not currently exist, the company makes the change/ addition. I mean 🤦♀️🤦♀️🤦♀️
Maybe he sees potential and is hiring for attitude over hiring someone who checks all the boxes. It doesn't sound like you're being very open minded. Sure, emotions from your manager may be playing a part, but consider other things that might be in play also.
Are the ADA accommodations she's requesting really that difficult to provide?
This. You can not train a good attitude into anyone but you can train them to do certain jobs. SO I would ask why do you think this candidate can do the job? It is not a bad question but be open with your boss and ask.
There are plenty of times people without a difference or disability are hired without being the most qualified. Not sure why you're hyperfo used on this person, sounds like you're carrying some serious bias.
PM1, she mentioned multiple times she prefers a team that comes to office. We are not that team. Instead of my manager saying that to her and figuring out whether this environment would work for her or even help her find a group that comes in more, he said we will figure it out. Not to mention the group consists of 20 men who are extremely macho and I was the only female there for 3 years. I felt very left out all the time and I am finally leaving for a different group that will be a better fit for me. I truly believe she will excel at a different group.
Good thing you aren't a hiring manager. Seriously.
HR will shut it down if the accommodations can’t be supported.
Thats affinity and affect bias
I see where you’re coming from and why you’re concerned, but if you don’t have the resources, that’s your manager’s and the company’s problem, not yours
I'm hard of hearing, and I understand completely what the woman means as far as accommodation.
We know this industry is still male dominated, but that doesn't mean that she shouldn't be accommodated.
What she simply asks is that "hearing people" communicate well enough for her to do her job effectively, hence the accommodation.
Rather, she was a top candidate or not a company still have to train someone that is new to show how they operate.
What baffled me is that it is bad enough we as women got to battle against men who think this industry doesn't need women or women is not effectively as they are, but we got also battled "mean girls" women.
You come off as a woman who lacks empathy, probably because of how the industry treated you, and you became cold.
If you trust your manager support him or her in the decision either way it goes. If you are unable to meet the accommodations that’s fine, it’s on HR and management to meet them or offer a reasonable alternative… As long as you can do your job just focus there. I don’t agree with folks coming down on you for reaching out for guidance, but be careful… ADA is real and you could say the wrong thing and be looking for work instead of looking for an employee…
Those who are saying I am being closed minded, she wasn't the top candidate or anywhere close based on the score system we have. We are also on a hybrid schedule where we only go to the office once a week. She said multiple times she would prefer a team that goes to the office more. How do we accommodate that? I told my manager, let's find her a group within our company that comes to work 5 times a week. But he really wants to help by hiring her.
The score system is a tricky tool to use for a person who is differently abled and walks a different path in life than those of us who are not differently albed. Does she have potential? However, I do feel if she joins your team, she is already set up to fail based on the conversations and lack of openness to do things differently
If I read this leaving the hearing impairment out, it is a candidate who is not the most qualified and who is saying they prefer others to change for them to be able to succeed. That is a legitimate concern in my opinion. The next question is whether the company should make an exception to typical decision making because this individual has a disability. I am all for it as long as any impact to the rest of the team is also understood and accommodated.
Is the candidate asking for these accommodations? My husband is hearing impaired and has worked hybrid and remote successfully for years. Most hearing aids link with Bluetooth now. This means it's actually easier most of the time for him to hear and collaborate in remote environments.
Maybe your boss thought she would be a culture add and help other employees by teaching them to be less discriminatory.