As with any large MNC grades/payscale mean absolutely nothing. You need to benchmark the role against the market, not just a "job banding".throwawaypep wrote: The firm is a large and well known financial institution, and the role is at a fairly senior grade, typically awarded to people with 10 to 15+ years of experience.
I know independent of the recruiter that the role *can* pay up to this level - I have seen the advertised salaries for this grade on mycareersfuture.sg.
Definitely a standard practice for a FI. It's called due diligence...throwawaypep wrote:The recruiter is telling me that asking for payslips is a "standard" practise that they won't deviate from, and that if I don't submit, they won't proceed with the offer.
To be blunt, reading all what you've said, I wouldn't touch you with a barge pole.throwawaypep wrote:As a matter of last resort, I was thinking of inflating the non-cash / equity part of my compensation, and refusing to submit the proof for receiving equity - is there any other way to deal with the situation besides exaggerating or walking away?
You can ask for proof of salary all day long at American companies and you won't get it. What you will get is dates of employment and title. End. Period. It is not in the interest of any company to reveal any additional information about an ex-employee. There is no upside for a company to hand out that information to anyone.Wong_Jnr wrote:[They will even contact prior employees for proof of salaries/references and insist upon them to ensure a "forged" salary slip hasn't been submitted.
The question was asked when my wife was recruited regarding her last salary (US MNC) which was a stumbling block as you say and wasn't forthcoming apart from the she worked here for so long in such and such a position.Strong Eagle wrote: I'd be very surprised if any MNC's in Asia would hand over that information. There is absolutely no upside in doing so... and plenty of downsides.
I'll say it again... it does not matter a whit whether you made $1.50 per hour or $1500 per hour at your last job. Your value at your current/new job should be based solely on your value add to the company, nothing more, nothing less.Wong_Jnr wrote:Thing is I think if you've nothing to hide and are up front off the bat, you'll land the position. Problem is these smoke and mirrors do yourself no favors...
I heard the exact "logic" from multiple recruiters in Hong Kong. I presume the same neanderthal ideas exist here.Strong Eagle wrote:Only a shithead HR person or recruiter would whine, "But you were only making $250K at your last job. You shouldn't be asking so much."
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