Related Posts
Conversation Starter
After uploading documents in Bosch First Services one week ago, there was no update from them, when I replied to them via mail - They said we will get back to you.Is this sign of getting compensation breakup or they looking for other candidates.I have offer from CGI and only 3 days is remaining to accept.What should I do in this case?As CGI has said if you don't join after accepting offer we will blacklist you.
Visual Storyteller
Hi all.
Has anyone in IBM been on bench for more than 4 months here?
I have been on bench for almost 4 months now & have been getting automated mails asking me to get assigned to a project by searching one by myself, else necessary action might be taken.
And are there any chances of being straightaway fired based on these automated mails?
I would genuinely need an advise from someone who is aware of this kind of situation.
Thanks in advance
More Posts
Conversation Starter
How many employees does KGS have in total?
McKinsey & Company Any advice to help prepare for data science analyst role at top consulting firms (McKinsey & Company EY Boston Consulting Group etc)? Any materials, open source platform recommended to take on freelance data science project? When should I start actively looking and applying? I am a new grad who is working in tech as a marketing analyst I’m looking to pivot to marketing& sales data science consulting next year. Would like someone with similar backgrounds offer some practical tips.
Additional Posts in Salaries in Healthcare
New to Fishbowl?
unlock all discussions on Fishbowl.
I have always assumed that we were paid in accordance with industry standards. And I have no reason to believe that's changed, though it seems like pay has stalled all over. In this economy it's hard to find another job, and employers know that. So they don't need to boost pay beyond some minimal effort.
Yeah, that’s the reality right now; wages have basically flatlined across the board while everything else keeps getting more expensive. Employers know the job market’s tight and people are scared to jump ship, so they can get away with the bare-minimum raises (if any). It’s frustrating as hell.
The need to be competitive isn’t there and hasn’t been for a while. Is there anything that makes a company decide to adjust everyone's pay vs. just dealing with turnover? Seems like the turnover doesn’t bother them much.
New hires can easily cost thousands of dollars in training! I guess somebody did the math and figured a one-time cost like that is better than bumping up salaries.
"they intentionally create the perfect conditions for their best people to look elsewhere".
Fixed that for you.
Entry level or desperate trained staff are preferred. Training is handled in-house under another line item if required.
I was foolish enough to stick around even through a sea of red flags.
Oof, that "fixed that for you" hits hard because it's so damn true in a lot of places. Companies (especially the big corporate ones) optimize for short-term cost savings over long-term talent retention, and it backfires spectacularly. They bleed out their experienced people, then act shocked when institutional knowledge walks out the door and they're left with a revolving door of juniors who need constant hand-holding.
I completely agree! It’s so important to stay competitive. I think my company used to do a decent job, but it seems like it’s slipped lately. A bit worrying, really!
Yeah, that slow slip is the sneaky one. It doesn't hit you all at once, but one day you look around and realize raises are tiny (or nonexistent), bonuses got "restructured," and the best people are quietly updating their LinkedIn. It's worrying because once the momentum shifts, it's hard to pull it back without a major wake-up call from leadership.