WE have many principals and tech leads in different teams of SSPD , Bangalore , But most of the design work is being done by the principals / architects who are based at DFW/Poland . Do the company really needs so many principal developers and tech leads . Please give recognition to the senior developers and contributor developers also . Most of the work is being done by them only
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We are not a balanced company “title” wise.
and yes, that’s unhealthy. but there are many reasons for that.
First, management teams are told to fill reqs in LCC’s. Doing this affects the team dynamic a great deal. One way is the realization that typically the productivity of a principle in BLR or Poland does not match that of a principle in dfw. You also see less lower level roles in DFW because that $$$ amount is getting closer to the same $$$ amount you’d pay in LCC’s. So why not satisfy leadership and throw the lower level req to the LCC’s ? and try and save your expensive roles for dfw ? thus... why you see lower numbers of lower level roles in dfw.
That’s not healthy I know. It’s horrible long term succession planning. but it’s the result of what happens when Sr leadership “mandates” are sent out. Instead of letting the teams find their own “mix” to make things work
I agree with this post . Full politics in promotions in various teams in Bangalore . People who work hard and deliver more are not at all getting recognised
Can also verify the obsession with titleship in India.
@XrWBI38-pvp and in DFW is it not inflated huh? :) How many associate/contributors do you have? Also I think higher levels are result of pay ranges being not accurate from a market perspective. Could be fixed by expanding those vs making everyone principal and above. The principals should be just seniors and that is what they typically are.
Indian culture is all about title to differentiate them from the other 3 bill. The problem is they get low pay and title jumps quickly to compensate for low pay. Then they leverage these inflated titles to come into the US and take our jobs. Make no mistake many of these VPs/SVPs played the game but have contributor skills by the time they get here.
The issue is culture......so when you read this take a deep breathe and listen and understand that this is not being racist but true events that has happen to me that I cannot share in person for I would lose my job. However being a Manager at Sabre but working in the DFW I have seen the trend that HR in Indian forces you to promote employees based in India over the ones in the US for fear of these Employees leaving Sabre. It is true and I have plenty of emails proven my case but if I come forward then I am the racist one and will get fired but I believe it is the HR in India that is racist for they only look after keeping employees in India. I am not doubting their skills but it is not fair and it seems that in BLR the employees have a career path in their minds and if they do not get the raise when they think they should the go to HR and the Manager is forced to promote them. Such a process DOES NOT exist in the US and I have seen strong and great Sr Employees go 10-15 years in the US NEVER make Principal but Employees in India make it in less than 4 years.