Career Progression

[Not_original]

i beg to differ its easy to blame your "boss" - scapegoat most of the time.

the scenario that continues to play out is that people join and resign within 30 days.
from an HR perspective they are taking up our offer only to be made a better offer elsewhere (probably a time delay from when we are making the offer to when another company is making the offer) and honestly i don't blame our company for not matching -- the market at the moment is such that you dont get what you pay for facts are facts. Probably wont look great on their CVs in years to come -- but when they are seeing $$$ do they really care?

have these job hoppers coming in demanding high salaries but their skill levels and work ethic dont warrant the demands.

ive see multiple CVs where guys have priced them selves out of senior positions because of their continuous job hopping. they dont spend long enough in on position to able to learn anything of significance that could help them in future roles.

I am in the other boat. Years at a company with good increases have effectively priced me out of my market (I don't mind lol, its just that should I seek something fresh and different I would have to take a pay cut)

But on 30 day hoppers, either something is horrible there or you are in a field where competition to get good candidates is really stiff. Me personally, I won't budge for anything less than a 30% ctc increase, cause I know what I have and I'm generally happy here.

 

[TofuMofu]

Personally, I'm very happy with where I'm at. I'm not at the top, but I also don't want to be. I'm very happy with the company I work for now and my manager is an excellent person to work for/with.

We get decent increases and a bonus. Sure I'm not filthy rich, but I'm above average and that's good enough for me. I have everything I want and need.

 

[*SynergyX*]

I am in the other boat. Years at a company with good increases have effectively priced me out of my market (I don't mind lol, its just that should I seek something fresh and different I would have to take a pay cut)

But on 30 day hoppers, either something is horrible there or you are in a field where competition to get good candidates is really stiff. Me personally, I won't budge for anything less than a 30% ctc increase, cause I know what I have and I'm generally happy here.

problem is there are far too many vacancies in the D&A space at the moment-- on any given day i can find over 100+ for Quants,BI Devs, Data Engineers etc makes it easy for you junior to mid level guys to hop in and hop out over and over.

Smaller consulting houses and companies (not big corporates) will hire and pay over market salaries and then pass the cost onto clients.

and with the rise of the DM discipline - Data Stewards, IM Specialists, Records Managers etc easy enough for some of the intermediate guys to move into these roles

All in high demand at the moment...

 

[Not_original]

problem is there are far too many vacancies in the D&A space at the moment-- on any given day i can find over 100+ for Quants,BI Devs, Data Engineers etc makes it easy for you junior to mid level guys to hop in and hop out over and over.

Smaller consulting houses and companies (not big corporates) will hire and pay over market salaries and then pass the cost onto clients.

and with the rise of the DM discipline - Data Stewards, IM Specialists, Records Managers etc easy enough for some of the intermediate guys to move into these roles

All in high demand at the moment...

Ah I see, what ctc we are talking about for junior and mid levels?

 

[*SynergyX*]

Ah I see, what ctc we are talking about for junior and mid levels?

anything between 450k -700k

 

[Not_original]

anything between 450k -700k

Cool, seems my ctc is not too outof spec then.