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Hi there. Ex Deloitte Sr Mgr here, currently in tech pre sales (SaaS / MarTech). Recently spoke to both Salesforce and Adobe recruiters for roles that I thought were lateral moves (Sr SA / Sr SC), therefore I did not proceed with the selection process. The recruiters from both companies told me they typically hire at that level, and people are considered for promotion to Principal in 1 to 2 years. I found that odd. Is that right? What’s the typical TC for SAs and SCs there? (15+ yrs exp).
I have two years of automotive/aerospace manufacturing experience and am looking for new opportunities. I recently applied to a Solution Engineer - Commercial Manufacturing, Automotive, Energy (MAE) role at Salesforce, and it sounds like a great fit. Is anyone willing to offer me a referral or advice on how to move forward in the hiring process? Salesforce
Any Tableau SEs able to share some insights?
What percentage of your total comp is in RSUs?
Currently a Solutions Consultant at Pegasystems.
I am interviewing at and considering making a jump to Oracle as a Specialist Solutions Consultant.
The reason for my move is currently at Pega SCs are treated more as AEs or Account Managers. The role at Oracle would be more of a true SC position. I also feel that Oracle will look BETTER on a resume and someone as young as me would have BETTER programs in place to train me and give me the foundation needed to be a successful SC.
Thoughts?
Oracle
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Maybe…..
As long as your colleague isn’t making a big mistake and blindly chasing higher pay, I think the best thing we can do is to just be happy for them and celebrate them.
Well I think there's two really good options. The first, is you have to offer them an incredible deal to stay - one that's better than their current offer. But you have to make sure that the offer will keep them there long term and not make them want to leave again. The second option is that you could actually follow them over to where they're going. If there's a lot of great work chemistry between the two of you, and you thrive off each other in a work environment, it might not be a bad idea and may pay off for you.
Hmm good point. Is hard because I know we are undercutting him but I’m unsure even if we match his offer he will stay. It might take the company offering an incredible deal for him to stay
Coach
First you need to dig into the real reasons they are leaving. It usually is more than money. Counter offers are fine but generally lead to upper management mistrust of the employee. Studies show that almost 75% of people that accept counteroffers leave less than 12 months later.
Better upside and 70k more OTE. I think that’s more than enough lol