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How much does EY pay to ISB graduates?
I want to earn good money without compromising on WLB.
This is my profile
1 year at a Fintech firm in Product role (Current Role) in Gurgaon
1 year at PwC as Consultant 1
MBA (Finance) grad Skills: SQL, Excel, Power BI, Client Issues, Jira for bug reports and tracking team activities, etc.
Any companies that anyone can suggest? Any other skills that I should pick up? Current base pay is 10 LPA. I feel a bit underpaid.
Want to stay in similar business analyst, product analyst roles.
Newco
Hi,. 24F YOE = 2years10months Work = DevOps and cloud (AWS) . I have two offers, both from same work. SAP Sal 11.7 fixed + 1.3 Vpay = 13LPA Airbus Sal 14.3 fixed + 2.7Vpay = 17.5 LPA and 5L joining (should be given back if early exit in 3years) Both companies have other benefits apart from CTC. Can anyone suggest which one to decide? I have some idea on SAP labs but not sure about airbus when it comes to work life balance, career growth, team. thank you and much appreciated
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Hi fishes,
I have 4.5 years of experience in .net and angular in cognizant I'm working I got call from Genpact but In Genpact they are asking me join as lead consultant is it normal software engineer position or what any idea ..for only 4.5exp is it sufficient for lead consultant position.. firstly what is the responsibilities for lead consultant in GenpactGenpact
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What does it mean when the recruiter talks more?
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There are several effective means of drawing seasonal staff back. A few I've encouraged over the years are:
A slight pay increase after each completed season
Incentive- bring other qualified applicants and if they are hired, bonus the referring employee at the end of the season (this enforces the mindset to think long term, not immediate payoff. It also teaches discernment).
Partnering with or specifically targeting new, seasonal hires whose career goals align with your business so the "seasonal" position becomes more like a working internship that grows in duration, despite breaks in employment. This changes the role from a seasonal gig for them to an essential part of their career path. I've worked with companies that had seasonal kids from the age of 15 that were part of the "family" and the business set up scholarship programs for them to go to college and then employed them full-time afterward.
Ultimately, when we, as employers, step up and create an environment where everyone thrives, our businesses get better. Good luck!
This is great! I believe in early career hiring pipelines and creative ways to grow talent. I would like to know more.