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Iâm currently working in Citi as an AVP in Mumbai for the past 9 months.. due to personal reasons I wanted to move back to Pune (I have worked in Pune for last 8 years before coming to Citi) so I landed up with an offer from HSBC into Wholesale IT (GCB5).
My current Fixed CTC in Citi is 26.5 excluding PF and Retrials and HSBC IT has offered me 30.5 for the same and said they cannot increase further as am moving jobs in after 9 months which is too early..
Questions -
Have I been low balled?
Hi All, Today I've resigned and my LOD is 2 Sept. Can anyone please let me know for these 90 days salary would be credited only after FnF. Or June'22 salary will be credited as usual, however, July and September salary would be credited during FnF. Please confirm or suggest.
Regards,
HCL Technologies
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Google stock to buy now or after the split?
Guys Could you please help me with a referral in PwC .. preferred Location Kolkata
YOE 1 YR 10 MONTH
Technology - Sql, FTL, Jira, jenkins, Bitbucket,Agile Methodologies , Htmlcss, bootstrap, angular (beginner level), Core java
*Ready to move to New Technology
currently in notice period 29days left ..if you have anything me , please help đ
What are the best Sales books yâall read?
What is the best city / country to work in?
What are your book recommendations?
Top 10 books to read about consulting life ?
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Be aware of the risks associated with top band salaries. If you believe youâre qualified as a ânew managerâ, make your case for that. It will give you much more room for earnings growth. When I was running our group, I would rarely bring in anyone in the top band. Doing so is filled with risk. In my group, that meant:
- Employee would be expected to be one of the best performers. (Why are we paying top dollar and this is not a top performer?)
- Employee would see little to no salary increase until promotion, because theyâre at the top of their band.
- employee would get frustrated by the lack of salary increases and quit. Recruiting cycle would begin again, adding to costs.
- employee would be difficult to staff, due to: higher labor cost than peers, no network. Longer time on the bench brought more scrutiny from HR.
- employee less likely to get bonus due to lower chargeability.
- if the market turned sour, these were often the first to be laid off (expensive resource, low chargeability, etc)
all valid points, thanks for sharing A1! i was hesitant to gun for the Manager role given that i wouldnât have a strong network to start and imagine a bit of a learning curve with the type of work and the industry of the vertical i am joining. i am a fast learner and can pick it up quickly but i was trying to reduce that amount of pressure for the reasons given above.
Consulting is standard salaries and bonus percents - to my knowledge you can only negotiate your role (eg SA3 vs SA3) and then you just get the salary and bonus associated with that role
iâve seen other folks on this app share their experience successfully negotiating bonuses before but wasnât sure about how flexible they are with the base
Careful with SA3, as well. If you don't make M, you're essentially out. SA2 and SA3 comp is ~the same, and can be promoted SA2-M1. I will rather SA2 than SA3.
You're welcome. Good luck with negotiations and welcome to the firm in advance.
How do you know which band / cohort you fall into?
i will negotiate for the role cohort, but itâs typically based on years of experience, education, etc. i assume it flows like this SA1 is 3-4 years, SA2 is 4-5 years and SA3 is 5 to 6 years.
Never hurts to try. You wonât be able to negotiate salary unless you negotiate cohorts or levels. I think the sky is probably the limit with the bonus. The worst they can say is ânoâ.
got it, thatâs helpful thank you!