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I'm into Salesforce with 6.2yrs of experience working as a Sr. Developer having the current CTC as 14lpa. And got an offer from Mindtree for the same Sr. Developer position(C3- Module Lead), as Lead position requires minimum 7yrs of experience. They offered me a package of 19.2lpa. Is this worthy? Please suggest how much can I expect from them? Also how is the hike cycle in Mindtree ? Mindtree
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Chief
Can we delete our submitted broadband claim?
Rising Star
🇲🇦 🇮🇶 LETS GO
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Rising Star
Who ever is the Business Leader absorbing the headcount. They make the hiring decision.
Recruiters do not make hiring decisions for the business unit/practice they cover. If you get rejected during an interview process, the business unit/practice rejected you.
Chief
Hiring Manager. And they also own the responsibility of developing the talent of the employee as well as handling discipline/termination if things do not work out. The ownership hammers how how important it is for them to be engaged in the culture of their team.
Probably the hiring managers. They are the ones that make the major hiring and talent search and scouting decisions.
At my company, the last say so goes to the director of the department that is receiving the new employee. The hiring manager passes their best candidates off to the director and the director decides.
It really depends on the specific companies structure. After you are hired though, you will be interacting with HR a lot more so it is a good idea to make a good impression with them anyway.
Hiring managers but, TA influences who reaches the hiring managers desk. Easy to message a hiring manager directly on LinkedIn though.
Pro
The hiring manager should hold the power to selecting the candidates. TAs have the skill set to select qualified candidates and resumes so they can pass it on to the hiring managers for review. In addition, I’ve had first round of interviews with TAs and they have the power to advance me to the next round. Therefore, TA also has a powerful and influential role.
Chief
A little bit of both. At the end of the day it’s what the business wants but there are many factors that influence this along the way.
Hiring manager is the one to decide. recruitment team act as advisor but ultimately hiring has a say. sometime recruitment could involve hr partner if there are issues related to leveling or some concern on hire.
Hiring Managers
Hiring Managers made hiring decisions for their team with guidance from TA.
At my company, the recruiters, myself included are the first gate to get through, and then the hiring manager makes the ultimate decision.
In my experience, the recruitment process and hiring decision is a partnership between TA and Hiring Managers, with the final decision made by the Hiring Manager as the role does report to them.
Hiring managers we give input but final decisions are theirs.
In my current company it’s me. In my previous company (agency) it was a third party client manager
Hiring manager
It starts with me but on the end it’s whoever the hiring leader wants. Usually we’re in agreement.
It depends on what the decision is? If it’s what recruiting firms to use then the decision is the recruitment personnel. If it’s what candidate to hire then it’s the hiring manager.
It’s the hiring manager
Are you asking who ultimately makes hiring decisions or are you asking who makes decisions within the recruitment department? I've worked with organizations that don't have recruiting budgets (for example). The department with the open req ultimately funds the opening. It's messy and really takes the "bat out of the hands" of recruiting. Now, that being said, whoever's going to manage the person they're interviewing, and that's person's direct manager/director (boss), need to ultimately make the hiring decision.
In mine, Hiring Manager.