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Hello fishes,
Need help.
YOE: 10.5, java
Offers in hand:
Evoke technologies - 28lpa
CDK global - 30 lpa
Ness technologies -30 lpa
All are fixed components.
Which one to choose?
I prefer to have WLB, job security, decent hikes to stay long term in the company.
Cognizant Tata Consultancy Evoke Technologies Ness Digital Engineering CDK Global Inc Infosys
Hello ,
I am currently working as an consultant for kyndryl as cloud sme with 7b band on lower level 13.5 lakhs. My contract is coming to an end so I contacted my manager was offered an job at same 7b level at 17 lakhs . Should I take the offer , will I have growth in the Company? I have an another offer from hcl 18 lakhs . Kyndryl Inc.
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I was just offered a CUNY role. The title is Higher Education Assistant. According to Glassdoor, the average annual pay for that role is $83,418. However, I was offered $62,500. I requested for the minimum annual salary to be 75k. Does anyone have experience navigating the CUNY system and their pay?
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If you’re looking for a hard line definition that traverses all industries you’re probably not going to find it. Even between organizations within an industry the definition will differ.
At a high level. Entry level is the introduction point for that org. It does not always mean ground level which I think is a better term for someone with no experience.
Mid level comes free a few years. My general rule is around ~5 years.
Some people put a time scale to ascend to senior level but i think that’s mistake. Senior level should really only come after a demonstrated level of mastery.
Entry level is the hardest one to nail down. Entry level requirements for company 1 could easily be the mid level requirements for company 2.
I'd like to point out that while not all companies have "associate" as a level, it really is more of an intermediate level between Entry and Mid. The way this is explained at a high level here is a fair comparison, but entry level is just misused by many companies. It really should be the entry point where interns or people starting out should be considered. Associate really is where you have some experience or schooling. The easiest way to look at this is through the pay grades. I've given a quick insight into this in another reply, but interns are generally paid (if they're a paid intern) at the X1 grade. Which is why in my other reply with the quality engineer example, the associate there was at the X2 grade and I completely skipped X1.
As you get experience. If the company you work for won’t promote you to the next level - you are going to have to jump to another company to get the next step.
Learn how to market yourself and build your network if you are early career. Will pay off in the long run
Entry-level is deceiving for most people, it makes it sound like a job that one could get right out of school, but it’s in many cases still something that requires some experience, or at least a good connection. Mid-level is usually 3-5 years, mid-senior level is 8+ years, and senior level is often 10-12+ years. However, when talking about senior levels, this is not to be confused with job titles that may have the word “senior” in it. For example, I was promoted to a job title that had senior in it within a year of starting work, but for all intents and purposes I was still an entry-level employee.
I second this. This is a fair representation of a general amount of experience per level. Unfortunately, not all jobs are posted with levels and it becomes very muddy when trying to determine what a level is until you're actually working for the company, or can glean a pay grade. Most companies use pay grades to establish a general feel of a job level. For example, a quality engineer in XYZ corporation could be X2 grade for the associate level and X3 for the mid grade, but both jobs have the title as just "quality engineer". There's no differentiating them by the title alone. And within the company, you might encounter something like assistant managers are X4 grade, but so are generally people with titles with 'senior' in them, like senior quality engineer. Basically, this just means that the senior quality engineer in this role would have to laterally move into an assistant manager role if they want to move higher and into say X5 grade (Manager). I hope this helps explain things a bit.
Levels fyi website has a good mapping of all these for different companies
Depending on the organization, the levels
may be mapped into lanes or tracks (functional attribute lines). You could be a technical senior
but a manager at the entry level. It could even be separated based on role class. Ex: scientist level 6 but manager level 1 with military rank level captain etc…
It’s based on a lot of factors but mostly YoE