I heard that in the past, Teradata pay isn't competitive and HR plays hardball. Are they still trying to lowball new candidates and lose talented people that may help the company from the death spiral or are they actually trying to be more competitive in compensation?
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The team I'm in are just thankful to be still employed. Others who left to chase the money are now on food stamps because the employer that was paying the big bucks pre covid now don't exist cause the cash has dried up. I'd rather be employed earning a salary than living off food stamps and trying to find a job in amongst the millions that are looking for work thinking they can still get paid on the overs.
New entrants get decent salaries because it's known in the market that the company culture is not what it used to be. So there is no reason for candidates to accept an uncompetitive salary.
Just like in most companies the majority of long-timers are screwed salary-wise.
HR exists for one reason and one reason only: to protect the company's a–. The employees are not HR's client, the company is.
https://www.businesswire.com/news/home/20200710005468/en/Teradata-Grants-CEO-Steve-McMillan-Inducement-Awards
I would have to say Teradata is pretty generous when it comes to pay just for siting on your *** and checking email.
"Does anyone seriously believe that HR gives a flying-hoot?"
HR does not care. Nor do the execs. Not sure how things are in other business units, but in IT, folks are working 12 hours a day, with no meal breaks, under unrealistic expectations that change everyday, and it is actually starting to affect employees' physical health. Some IT teams have seen 40% turnover or more in the last 12 months.
If HR cared, they would have stepped in by now to help the employees.
When I was there, salaries were OK. Otherwise they wouldn’t be able to keep people for 20+ years, which was a standard at old times TD. Now, as I understand, if you are highest paid among your peers, you get sacked. Pure Excel driven decisions.
In competent companies, HR gets direction from top executives. If Teradata seriously wants to turn this sinking ship around, they need to be all in and compete for top employees who can produce strategies and technologies to compete against competitors like Snowflake. If you're going down anyways, go down fighting.
If Teradata is still around in three years, I think at least 75% of the dev teams will be offshore. It’s already starting to go that way. Customers will bail in record numbers because Vantage will be unusable. Stock price will hit $0 and that’s it.
Does anyone seriously believe that HR gives a flying-hoot? Their role is to limit costs/pay, reduce headcount, avoid lawsuits, and protect worthless management - someone please show me evidence to the contrary.
"I'm from HR and I'm here to help"