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What robotics /AI product does ST produce? Even gahmen just buy the robbo doggo.. Maybe you can try that company that builds robot to clean... |
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thanks for the detailed response. from what i know, SgIS scholarship u cannot negotiate starting salary, its fixed one so thats a big risk. Also, i only got 1 year left in school so my bond will be 2 years only. I was thinking i can take SgIS, then zao after 2 years, but then if starting salary not good, future company salary also wont be high cuz its based on my previous salary. but yes, unfortunately, must see boss good anot in the end haiz |
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But if you got it, your resume will Foever look nice that you have this scholarship with a brand name. As to the starting pay. Well, you'll never win. Cause next year fresh grad will get higher pay than you. And every year you will get lower pay. And finally realised that you're just keeping up with fresh grads! |
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If I'm not wrong fch is like the top 3% percent of your batch le. NtU number 13 ranking in the world le. But MIT number 1. So you should have went to NUS with the MIT degrees. That's the best combo Nus for the local name and MIT for the global name. If you come to ST also can la. But you have to accept that instead of going to NTU, you going to SIM and all your classmates try to skip school and your classmates get promoted cause they copy your work and you do alot of homework also no meaning caue the teacher himself is average and he promote the average student over you... Be prepared for that. Then you're good to be in ST also |
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But having this scholarship is not all gloom. My only suggestion is if you take SGIS scholarship, go to a decent enough company that offers well enough. At the end of your bond. Move companies and ask for senior position. |
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Please don't csi me. |
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will there be bonus?
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A very big misconception: SGIS means faster promotion and faster career track.
No guarantee for faster promotion nor faster career track. Only ST owned overseas scholars from imperial 4 years direct masters have better chance. SGIS is just equivalent of a fresh grad engineer from local uni. Seen SGIS scholars did alot but still slower progression than normal engineer. It all depends alot on your supervisor and exposure. End of the day, scholar is just a name. Its your take home pay at the end of the day that matters. |
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They can repackage their remunerations all they want but it's very obvious the pegging of salary to market-rate only applies for new hires. If not, all current staff will have a huge increase in salary. |
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Once my former division had a lot of experienced hires leaving within a span of few months. So they had no choice but to mass promote those stuck at E5 for 5 to 7 years to E6. Not sure why but about 60% of the newly promoted E6s left within months. |
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You don't know they have to answer to investor so every year very concern about the financial curve etc. So every division / department need to be lean and mean. So manager get to keep their good high pay. Just cut and starve the engineers. That's how many division been doing it for years. So the engineers who have skills quit etc. End up division can't deliver goods. Can't innovate. Can't hit sales. So end up? You'll think let's change the manager cause clearly they can't boost the business sales so why keep high paid managers? Right? Nope. Wrong. When division can't sustain, cut manpower, cut outsource, cut admin, cut spending. Cut budget, cut allowance, like recently my division is already starting to be particular about OT claim. Before this, must OT cause less manpower... Covid. Deadline same. Then management know asking can reduce OT or not. Cut resource. Then also want to cut OT. But deadline still must meet. Then when this disaster is saved... Engineers burnt out, quit. Low increment. Bonus doesn't match the extra hard work. No promotion... And ofc manager get promoted even higher... What logic. |
Suggest those who are good/above average best to apply for jobs and tender quickly.
It will be great the masses of good ones leave together. This will send a clear message to the top. |
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Like 30 years kind. All immune liao. You quit. So? Hire next batch. They will keep going higher. House get bigger. Car get bigger. |
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Everyone is aiming long game in ST la. All scratch each other back to survive but all back stab each other to climb. Cause you want to retire with 6k pay or 16k pay. You choose. Even when old managers try to recruit young new talent. Only to piss old folks off. I would say the problem is rhe ST feels very old. It's a old company. Old man company. Hard to revitalise an old retirement company. |
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Cause old management assumed will confirmed get. And never put in effort to win it. Or maybe scared to win it then no engineers to deliver it. |
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After following this post for sometime, can some seniors enlighten me on the job prospects at info-security?
If there's any form of training provided on the job? Graduating as a comp science student this year. Many Thanks... |
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ST is the dumping ground aka last place you'll go. Hasnt been first choice for grads. Do your reading about them
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I'm aware of other organisations program or plan to recruit... Or internship etc.
Somehow, even I worked in ST. I'm unaware of any initiative to recruit young blood... Whenever conversations of fresh grad come up with management's. It's usually... Me: we need people with this specific skill sets to work on this project. Management : so many? Can cut down just 1 or 2? Me: the deadline very tight and the LD cost is high. Better we have some redundancy if only high 1 or 2 and they leave before the project due date.. It's very hard to retrain. Management: how about 3? Hire 2 seniors 1 fresh grad as back up. Me: we need 5 highly functional programmers. Can't afford to have a fresh grad. Learning curve is steep and time line is short.. Management : fresh grad cheaper.. In the end, I quit. From last I heard the management in charge of that prokect was promoted to head another business unit so he abandoned the project. A few others also left. So the new manager hired to clean up this mess actively hiring now. But it seems like they can't find people. Oh what a surprise... If you join ST. Be prepared to accept 1) low pay 2) no support or help from seniors 3) change of management every 1 or 2 years when their kpi already fulfilled 4) old technologies 5) lots of red tape 6) nothing to learn. 7) even learn liao only can be used in ST, can't transfer to other... I suggest you Google those big name player in cyberscruity and join them instead. Then got the experience, skillet then only come to ST to retire. ST is not pioneer in cybersecurity... Everyone doing cyber security, senior management set direction want to setup cyber security division.. But existing staff all don't have this skill. Just hire outsource to fill the gap. That's how ST works. Really a retirement village |
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Many thanks for the insight view. Definitely will try other places. |
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When people think of ST Engineering, they just think of defence work... Got mrt got bus got research lab... The retirement sentiment maybe true in the defence side but other sides still have exciting and real world and fun challenges.. |
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Anything quit jojn another division. Then that division cmi quit join another... Cause the ST culture you can work in ST. And they know you can take hardship so will rehire.. New people come in very hard to fit in the ST culture. Once see the world cannot fit in. If never seen the world, can accept. Like ns duty. But leave also most will come back to the safety. Join ST |
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