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Hi Fisher,
I am working in TCS with total year of experience as 3.8 Yrs. I am having an offer of 14 + 1 LPA ( joining bonus ) from prod based company in Mumbai. I got selected in CTS. Can CTS provide me 20 LPA with this experience. ??
Please do reply.
Cognizant Accenture Tata Consultancy Infosys Deloitte Wipro Cognizant Softvision Accenture Mindtree Capgemini
Hi All,
Looking to make the move from working in industry to big4 and was curious as to what level and pay I might be worth?
I have 10 years experience out of uni, as well as completed CPA and MBA. I have a experience in managing entire finance function of small/medium entities, but most notably solid corporate finance experience/strategy leading refinance exercises, debt raising, hedging/treasury strategy etc…Would be looking for something in deal advisory / M&A / CFO advisory etc….thanks Deloitte EY PwC @
How much in hand salary in Capgemini at 16 lpa
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Microsoft CE salary for dc area?
Heyhey.
Looking to hire a product UX/designer to freelance and help design + run ideation workshops for our Fortune 100 client looking to drive innovation and create/incubate b2c apps.
Would be great if you also knew how to set up an intake form to get a specific brief in order to design the workshop.
Bonus if you know how to design and set-up early stage usability experiments via landing pages/figma to validate problems/solutions before developing a MVP.
DM or email contact@swidia.com
Anyone wanna refer me to KPMG or EY? Lol
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Rising Star
Isn’t it depressing that the only way a company show employees that they’re valued is by forcing employees to present them with an ultimatum?
Yep. It really is the only way to go. Meanwhile that little extra money to keep someone is better than paying a recruiter fee and the hassle of getting the rest of the team to cover the work while they are looking for the replacement
Chief
Yes. It's the only way they'll take you seriously beyond col bumps.
Be prepared to actually go. I had an employee try to “use” a job offer to get a raise and was shocked when I wished him well.
Me too. The best part was I had just inherited them from another manager and they were on a PIP, yet somehow were still shocked we didn’t counter. 💀
It seems as though hiring new talent to replace great talent that was forced to leave would cost more time and money.
However, companies continue to do this time and time again. The solution seems so simple. Invest in your team. Promote regularly within and and hire new talent at the lower tiers to continue the cycle. This seems vastly more cost effective.
Can anyone that makes these decisions shed light as to why this does not occur?
Rising Star
Our society is one that plays and values the short game rather than the long one. Quarterly profit margins are everything to investors. Hence why there are constant layoffs in our industry.
This recently worked for me (a good raise) but tread carefully.
Yeah, agree with what CD1 said. In my case it felt low-risk for me (been at the company many years, have been performing well on a lucrative account, was up for a review anyway) so it was a case of right time, right place to ask where I felt pretty secure.
Someone may have already said this but if you pull this trigger, you need to be prepared to actually walk if they’re like “sorry we can’t match that”.
A counter offer is pretty good way to renegotiate your salary. Plus, if they don’t agree you can just take the other job.
Do it. It worked for me once… it can work for you. 💪
Some advice for when you go back to your current company with someone else’s offer.
- Don’t be bitter
- be vulnerable and honest
- tell them what this is all about and make it clear that you love where you are and want to stay but feel like you’re forced to leave
- don’t be defensive
- be prepared for the plan to backfire and you’ll have to take the outside offer - you just have no idea how your current company will take this move until you do it