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SUGGESTION NEEDED URGENTLY
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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^ You are a fuddu banda
I joined Infosys 5 days back. I want to leave because the project allocated to me is not matching to my skill set. When i asked same thing to my hr , they informed me that I will be getting kr for that. What should I do now?
Will abscond a good idea or something else. Please help. Infosys
Coach
Thoughts on HSBC for ib?
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BCG1 - you are not putting enough weighting to the fact that we have the most powerful woman in business as our CEO. The culture she has built at this place is 2nd to none. I am being serious, no cares that our bonuses have been crap the last few years and we get yelled at if we upgrade our McDonalds value meal to large/large. We dominated in DEI and we are winners.
Also, Julie gets a self-confessed A+ while the rest of us are hovering at a C- and need to work harder.
The MDs that were operating below that with a failing grade (read: they disagreed with dear leader in any way), were all sent to the slaughter and replaced with a crop of new SMDs that mostly just got it because they kissed the right ring (never mind any actual ability to operate and grow a consulting business).
You’re very unlikely to do better here. They’ll give you a new MD grant that has a 5y cliff vest. Maybe that’s 750k as an L2? Other grants will come each performance cycle (only to the top half of MDs). Lastly, you will get VEIP match which is roughly 15% of your base (that’s imprecise, but good enough for this convo). Assume no base salary movement over the 5y.
So do your comp analysis through the lens of a 5y comparison. Add up the cash you’d expect from your current firm. At Accenture, best case scenario let’s assume you get bonus and RSU grants each year, it will look like this:
Y1 - base plus signing bonus
Y1 - perf bonus - likely zero since you’re new
Y1 - perf RSU- maybe you get one, but vests over three years.
Y1 - VEIP grant - vests two years out
Y2 - base
Y2 - perf bonus (maybe 25% ?)
Y2 - perf RSU - 1/3 of Y1
Y2 - VEIP grant - zero; nothing vested yet
Y3 - base
Y3 - perf bonus (maybe 25% ?)
Y3 - perf RSU - 1/3 of Y1, 1/3 of Y2
Y3 - VEIP grant - Y1 vests
Y4 - base
Y4 - perf bonus (same?)
Y4 - perf RSU - 1/3 of Y1, 1/3 of Y2, 1/3 of Y3
Y4 - VEIP grant - Y2 vests
Y5 - base
Y5 - perf bonus (same?)
Y5 - perf RSU - 1/3 of Y2, 1/3 of Y3, 1/3 of Y4
Y5 - VEIP grant - Y3 vests
Y5 - new hire grant vests
Punchline: annual perf RSU grants aren’t guaranteed. If stock stays flat, the above math is unlikely to add up to more than 5y in your current role. Y5 alone could clear $2m because your RSU pipeline is full and your cliff vest hits, but you need to take the full view.
Not at present. Money’s too tight to compensate you properly.
No! While the package to get here might seem generous you won't see meaningful raises for a long time. L2 is a landing spot which means you will be there for a long long long time unless you have sponsorship to go for L1 which is far and few in between. As such stay at level raises are nominal. Additionally you would be giving up your pension and I promise you our stocks are not the answer.
Thanks for the advice
This is GOLD 🏆🥇
Coach
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