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Anyone looking for a remote data analyst ?
Bain & Company Hello, I received an offer as a Senior Practice Manager at Bain. The profit sharing range is 0-12% in the offer letter. Is it typical to receive the midpoint (6%)? Also, what do the annual salary increases typically look like? Any insights are much appreciated. Bain & Company Boston Consulting Group McKinsey & Company
Hi Fishes,
Need your suggestions in negotiating.
Experience: 6+ years
Skillset: Power platform and power apps
Current ctc: 16 lpa
Offer in hand: 25 lpa (Capgemini)
I am asking for 27 lpa to EY GDS but HR says max they can offer for 6 years is 21 lpa.
Wanted to understand whats the offer standards in EY GDS.
EY
Any BCGers looking to provide a referral?
At a glance:
6 years of Big4 consulting experience (Digital practice)
Multiple Agile and SAFe certifications
Great team player
International work experience Boston Consulting Group
Happy to discuss my background in more details - please DM me! Thanks in advance 🐠
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Does this manager have problems making other types of decisions? Because he seems pretty wishy, washy and unable to make a commitment
Conversation Starter
agreed this manager sounds v indecisive
“Culture fit” too often becomes code for comfort zone. Try asking him what's missing from the team that this person could bring in? It shifts the mindset and may open his eyes to how bias can hide behind vague terms.
If ‘culture fit’ means rejecting solid candidates with no clear reason, let’s call it what it is: bias hiding behind a buzzword. Stop hiring for comfort. Start hiring for impact.
Or just admit you're building a club, not a company.
You can’t push back, he’s not going to hire someone he doesn’t want to hire.
If it’s your job to find candidates and the manager won’t give you clear direction all you can do is just keep doing your job and ask for feedback on how you can keep an eye for what he’s looking for.
At the end of the day culture fit means what the person using that term deems… the manager could be looking for a personality that would fit in with his team or he could just be looking for someone he likes.
All you can do is keep feeding qualified candidates… focus on what YOU can do and less on what’s out of your control.
Something has to be said. It doesn't sound like a one-off scenario and the longer it goes on, the worse the culture will likely get. Imagine he decides someone is a "fit," but the team quickly realizes they aren't a fit... will he keep them onboard simply because the extensive effort put into his "fit" selection? Not good.
I would be curious to know if the people being rejected fit a pattern. It's possible invoking culture fit is just an old-fashioned dog whistle. I guess a solution to the problem is to look at who he's rejected and find applicants who are the opposite of that. But that may also be feeding into your manager's prejudices.
I think it depends on the situation
If you hire someone who you know will not get along with others it will make everyone miserable
You're trying to get him to unveil his bias, which he of course will NEVER do. I'd suggest asking him to run point on his own search. Have the data ready...Ex. "We reviewed 800 applications. I prescreened 150. You've interviewed 80. The search has been open for 13 months. I'm afraid I've reached the limit of my ability to help you & my team must allocate resources where we can be useful."