At your payscale and that fixed:variable split, its awesome 
  
 There's hardly an upside in your variable pay.  1L isn't going to become 2L because of great org performance. 
  
 Keep the guaranteed payout and work stressfree.

Sales Manager

Could be nothing or maybe they are getting acquired by someone and just want to tally the pay structure the same as the company acquiring them.

Corporate Strategist

Project Manager

Product Manager

Hi all, i am about to join a startup in next few months and just got informed that they are merging variable pay to my basic. I know this sounds like a good thing but I am wondering why they would ...

Hi all, i am about to join a startup in next few months and just got informed that they are merging variable pay to my basic. I know this sounds like a good thing but I am wondering why they would do this without benefiting them! 

Previous offer: 14L basic, 15L CTC
New offer: 15L basic (15L CTC)

No esops or anything. Just wondering is this a good thing for me or something fishy going on!

Thank you

Variable pay removed!

Software Developer

Variable pay removed!- Grapevine

Welcome to Product Managers's Private Community

Just wanted to know how often startups offer retention bonuses and ESOPs to their new hires? 

Also, is it a good thing to ask HR about these before finalizing the offer?

Variable Pay

Analyst

Welcome to Business Roles's Private Community

I have been interviewing for my next role and was interviewed by a well funded startup with high EBIDTA margins, great management but when it came to offer they offered me 10% to what I currently draw.  The CHRO stated that we are a startup and not a well established multinational firm who can pay well.  On the other hand the multi national company offered me 15% hike on my existing and their VP HR stated we are not some well funded startup who can pay well.  Now this makes me wonder who is actually paying well.  I have not shared my offers with either as it's against my negotiating principals to use offers against companies. .  I can negotiate based on my skills and talent.  It's a position of chief information security officer at the start up and Director Infosec at MNC.  Job profile is mostly same.

Offerd by Startup and a Multinational Healthcare company

Information Security

In the name of 'CTC Restructuring'; 15% of fixed pay is now (effective immediately) compensated in ESOPs - CTC is same, Fixed components are modified.

Tell me if this changes the negotiation game when looking out. 

If yes, how drastic/different will it be, if no, why not?

CTC: 17lpa, YoE: 0.75

Survived layoff, suffered the firm-wide paycut

Product Management

Welcome to Indian Startups's Private Community

Hi! So I had been interviewing for a startup and I finally heard back from them with an offer but the numbers are way below my expectations. I had quoted a 25% raise from my prev pay of 1.5 years — which I know from folks around would have been their budget for the role as well. 

But they have lowballed me offering me a 10% increase on my base pay + no ballpark on the variable bonus. Now I am confused about a few things 

1. They said they normally just offer a 10% hike on prev salary to all new joinees (which is a little shady to me bec I’m sure they had a budget of their own for each role) 

2. They are saying my year end bonus will be based on performance but are not even giving me a ballpark (bonus could be a 10K INR also and a month’s salary also. The range is huge) 

3. They are saying the reason they don’t offer market standard right on joining is because in the past even after rigorous rounds of interviews, they have seen poor performers in the team despite the good pay. 
(My question is: how is that my problem and not your hiring manager’s? Because you have been historically bad at setting up a good hiring process and judgment - is not MY PROBLEM. This just reeks of your low trust in me even before I have joined. And I don’t know if that’s a great thing) 


Final question: is this giving 🚩🚩? Please help me assess + also any other reccos on how to handle or negotiate this bec as much as the role is exciting to me, the numbers are just not pleasant

Shady Company Hiring Practice

Product Marketing Manager

I am looking for a switch to a startup from a Product Based company. My salary breakup was following - 
Base - 19.5 L
Bonus - 1L
RSU- 2.5 L per yr
SignOn- 1.5L 

In the startup, I asked for a 30% hike on my base. I assumed they will take care of the rest. But to my surprise, they have no such thing as ESOPs, Bonus etc. Then, what should be my fair ask in this case? As of now they are giving me 30% on my Base and that's it. (Fixed  ) . What do I do?

Best Salary Breakup while switching

Software Engineer

I have total of 3.6 years of experience all as Data Engineer. 2.3 working at Sigmoid and 1.3 with Flipkart. I got promoted at both the organisation, means I am a high performing talent. I am getting 50L as a CTC from Flipkart, 21.5 is fixed, 2.15 is annual bonus and rest other are ESOP spreaded over 4 years. Flipkart is currently operating in hybrid model which means I had to shift to Bangalore this December.

In my new role at a startup which is acquired by Course Hero is offering 70l;
32l as fixed, 3.2l as annual bonus and rest other as RSUs spreaded over 4 years. It is work from anywhere.

Looking at the current market trend and my previous history, should I be little more greedy.

I am getting 70lac as CTC in my new role

Data engineer

I'm switching PM jobs from my existing company (Series E unicorn) where I had a good ESOP policy to a smaller company (just past Seed stage, raising Series A).

Weirdly, they're not offering me a proper ESOP package (vague figures, no useful $ values mentioned in the offer) even though the salary offer is pretty good. Company culture is good & team seems happy during my interactions.

Should I be worried? Any suggestions on how I can approach this convo with co-founder are welcome too.

Looking for advice on pay/ESOP at a new firm

Senior Product Manager

I have 6 years experience. My current base/fixed is 60 LPA. (I also got a 5 lakh bonus and 5 lakh of my ESOPs vested this year making my total vested about 30 lakh. So the total comp is 70). 

I'm being offered a senior engineer position in an early stage startup (as part of the founding engineer team). They haven't given an offer yet.

Being early stage, the emphasis will most likely be on ESOPs. How do I evaluate this and set my expectations? (If I were to switch to a mature company, I believe the hikes usually are between 15-20%? How does this work for early stage startups?)

Salary expectation at early stage startup

Welcome to Software Engineers's Private Community

I got an offer from Infosys for the position of lead consultant. And they fixed a salary of 29 LPA with 80% take-home pay and 20% variable pay. My total experience is 13 years. So could you please tell me if 29 LPA is the correct value for the lead consultant, or should I go for further negotiation? Also, can you please help me before accepting the offer letter? What are the things I should ask Infosys HR? Should I ask for a for a joining bonus as well? Please guide me if you have experience with negotiation.

Salary negotiation and package

Senior Consultant

Hello All,

I interviewed with a startup recently and some of their policies around esops was something I encountered for the first time in my career, so wanted the expert advice of the community on next steps.

Surprise one: ESOPs will be allocated post probation period of 3 months and vesting starts from there and not the date of joining, I was surprised on this but upon discussion with the company POC I was given a reason of the legal fees involved, which sounds fair but the vesting schedule is it employee favourable?

Surprise two: They shared an offer letter with only the fixed component and said ESOPs will be evaluated post completion of probation period basis performance. Upon further discussing in this I was informed that this is a standard format their VC(sequoia, a16z and elevation) have approved. Is this true because I asked around few of my friends and all of them said esops are an integral part of the startup compensation and all of my and their offer letters historically had esops mentioned along with their value. 

Wrt to point 2 an I asking too much or some practice has changed in the industary which I’m unaware about. Also esop value post probation evaluation, is it employee friendly as the employee is in non negotiable position, isn’t it ?

Should esops component  be mentioned in offer letter?

Spotlight on Cleartrip, grocery and Shopsy; $1-billion funding in progress at company.

Flipkart may trim rolls by up to 7% in yearly refocus

Flipkart is planning to layoff 7% of its workforce

Research Engineer

PM YOE: 6
Overall YOE: 8
CTC:32LPA
ESOPS: 25lakhs 

Unlikely to get hikes as hiring is frozen and market is bad so I’m stuck at this. Is this a fair compensation ? Should I be looking elsewhere  (that is also proving challenging) ? Company is a startup. Up to answer any other questions

Apt salary for Senior Product Manager ?

Hi everyone,

Recently I've been given an offer from a seed funded fintech startup. So I'm just wondering if it is fair enough. Please help

21L base + 1L ESOPs (vesting over 4 years)

YOE ~ 2 (Software engineer)

What should be my ideal ask?

Is this offer good enough?

I got three job offers for SDE2. I accepted the offer (30LPA) with the lowest pay but loved the interview process, loved how they didn't waste my time (offer rolled in 2 weeks). Even their Google reviews and Glassdoor has 5 stars. Early stage startup, but they have a tech product with a very bright future (seed funded). And culture is amazing, founders are bright.

Second offer was from a mid-sized fintech startup (series C funded). Offer was for 34 lakhs. The interview process was okay but that set me off was that they wanted to conduct another design round after my final Hiring Manager interview as their team categorised my interview as "Weak Hire". They even told me that to my face. 😂 I cleared the subsequent design round but the whole process was lengthy (1 month).

Third offer is from an AI company with horrible glassdoor reviews. They took 2 months of time to finish the entire interview process. Even the product doesn't seem like it will survive in next 4-5 years. Offer from them is 42 LPA.

I got laid off a couple of months ago, so instead of higher pay I went to the company where I could learn more, get good peers, and increase my skillset. I hope that this decision makes sense. I tried to negotiate with Company A but they were unwilling to go beyond 30, I did mention I have other offers which are higher. 

I didn't include the joining bonus and ESOP components in all companies, but they are there.

Please help me decide if I made the right choice

Senior Engineer

Hey Folks, I hope you all are doing extremely well.

Wanna get some idea about market pay and the hike I’m getting in a e-commerce company. 

Worked as a DevOps/Software Engineer for 5 yrs and CCTC is around 30-32 LPA. New company is ready to offer around 42. 

Is it good offer or should I check for more companies?

I know some startup’s are paying like anything and this offer seems to be trivial for 5 yrs experience, but just wanted to know if I should be pursuing this offer or not?

Thanks in advance folks, Have fun! 🤩

Is 42 LPA a good offer for YoE - 5 yrs?

I joined my current org right out of college and have been working here for 2+ years. I really like the company’s culture, openness while pay is also great as per my standards and needs.

I recently interviewed for a startup casually and got an offer as well. Now I’m in a dilemma whether I should join the new org or stay although the pay jump looks pretty decent to me. 

P.S. Not a brag post but genuinely looking for answers as I’m really out of touch with the industry and given the current recession, can’t really make up my mind.

Current TC.- 20
Offered - 26 + variable

Should I switch if I really like my current org?

What is the salary range of senior consultant and manager position in EY?
Want to get an idea on this.

Salary of senior consultant and manager in EY

My current CTC is 7.7 with around 2+ YOE. Received an offer with a sort of startup owned by a private equity that is giving a 20% hike + bonus not included in the CTC. My current role sucks, there's not any coding involved, it's mostly just using a third party software to make small changes here & there and I don't think it will help me in the future, though the work culture and perks are really good (hybrid mode lots of holidays barely 4-5 hours of work). The new role will include coding which is what I want to do and from the discussion I had with the hiring team it will be a challenging role compared to my current. 

However, this will be my 3rd company and I'm not sure how recruiters will look at it since I am currently working in legacy tech and want to switch to a different stack in the future and I will probably have to stay at least a year here. The new company also mentioned that they use tracking software only while you WFH though you can do WFO too which is a red flag for me. 

I'm really confused. The hike isn't much but the extra money will help but the lack of the freedom while WFH and the long hours are making me think and the fact that I would have to stay atleast a year in this role to not be seen as a serial hopper to recruiters when I want to switch tech stack. But then again I don't see any future growth in my current org even with all its perks and it just feels like im rotting away my early 20s not doing any "meaningful work" or gaining any skills.

Got an offer with around 20% hike

I recently interviewed at an MNC and my interviews went great. They also gave a case study.
At the time of final negotiation for salary, i asked for standard 40-45% hike. However they took some time and came back with an offer of almost 95%-100% and literally more than that if i include yearly fixed bonus component.

This was a big surprise to me, and they states that we have done this taking care of pay parity, etc.

I am very happy, 
However, i want to know is this common or happened with anyone else?
Are there such good companies, people and HRs...

Anyone having any thoughts on this?

Variable pay removed!

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