GovTech

Originally Posted by Unregistered

Hi all, my friend told me that govtech may hv headcount freeze. His asking me if i want to join cognizant as part of govtech. Anyone has any good/bad experience in cognizant?
Pay and benefits wise same as govtech?

Why do you think it will be the same?

Originally Posted by Unregistered

Cos the friend project with GovTech delay due to lack of manpower probably.

No, is just that the hiring is very slow as the standard are high, we are very lagging of people.

if you realised the above, some op mentioning junior grade getting a bump and those mid-levels are leaving... hence there is a brain drain happening..

Originally Posted by Unregistered

No, is just that the hiring is very slow as the standard are high, we are very lagging of people.

if you realised the above, some op mentioning junior grade getting a bump and those mid-levels are leaving... hence there is a brain drain happening..

s://.glassdoor.sg/Reviews/Employee-Review-GovTech-RVW55949708.htm

I guess it’s true

Originally Posted by Unregistered

No, is just that the hiring is very slow as the standard are high, we are very lagging of people.

if you realised the above, some op mentioning junior grade getting a bump and those mid-levels are leaving... hence there is a brain drain happening..

keyword is govtech standard is high

think you can infer what the cognizant standard is

Originally Posted by Unregistered

s://.glassdoor.sg/Reviews/Employee-Review-GovTech-RVW55949708.htm

I guess it’s true

Great team and culture, bogged down by archaic HR policies

Pros

Great team to work with.
Good working culture, with competent boss.
There are lots of learning opportunities in the company.
Good to have GovTech in your CV.

Cons

Job grade meant to be based on assessed skills and competencies, yet HR will aggressively try to find the monetary value of the candidate - such as current or expected salary - derive job grade based on the monetary value, and then take the lower one.

This is bad. Should a candidate be lowballed in his/her previous job, it would mean his/her grade would lag by a few grades than his/her assessed potential, and that wrecks career progression. Should the candidate realized where his/her grade stands in the whole of GovTech once he/she is in, it either leads to infant resignation, or if stay on, a lack of will to continue to strive for the company.


Advice to Management

I've been tracking progress of GovTech since its IDA days, and the management has done very well in terms of building the tech culture in public service, and attempting to make it a compelling choice in the red sea of fast growth companies in the tech sector.

However, archaic HR policies as mentioned above is antithetical to the image of a "cool tech" company, and will either stifle talent, or drive talent away from GovTech. Perhaps it is time to revise HR policies to be more liberal and closer to industrial norms.

Also, don't follow the footsteps of some high paying stat board and "not-for-profit" before you (those starting with D) - don't just focus on paying very high for fresh grads, as this will mass drive mid-career engineers away, risking loss of knowledge transfer.

Originally Posted by Unregistered

keyword is govtech standard is high

think you can infer what the cognizant standard is

Some cognizant here quality are bad, I mean real bad
Some got Manager/Lead title in Cognizant, they thought they come here to 'manage' us, what a joke.

Some 'Lead engineer are very experience (based on Linkedin profile), but their quality are worst than GovTech's junior/fresh grad. Come here spoon feed and non-proactive on their tasks, worst is no people review them and keep slacking here.

Originally Posted by Unregistered

s://.glassdoor.sg/Reviews/Employee-Review-GovTech-RVW55949708.htm

I guess it’s true

Another one.

Former Employee, more than 1 year
imbalance salary system and grading
12 Nov 2021 - Senior Consultant

Pros

Good for fresh grad, consider very well paid

Cons

Not good for experienced engineer, salary not proportional to experience level
doing alot more work than junior yet getting slightly higher salary

Advice to Management

adjust according and revise salary for true contributor associate engineer and mid-senior job scope are different. and more responsibility

Originally Posted by Unregistered

Why is your friend trying to con you?

I was told that govtech headcount are mostly reserved for Software or Quality Engineer, Designer(UI/UX), DevOps.
But my job scope is mainly focus on database, so his colleagues intent to put me at cognizant.

Originally Posted by Unregistered

Another one.

Former Employee, more than 1 year
imbalance salary system and grading
12 Nov 2021 - Senior Consultant

Pros

Good for fresh grad, consider very well paid

Cons

Not good for experienced engineer, salary not proportional to experience level
doing alot more work than junior yet getting slightly higher salary

Advice to Management

adjust according and revise salary for true contributor associate engineer and mid-senior job scope are different. and more responsibility

I think you should post this on GlassDoor. Their HR seem to be active on there based on the replies. My guess is GovTech's management are not stupid, they understand that some of the seniors feel that the pay grade is a bit unfair. The upcoming pay adjustment would probably focus on that. But of course if the increment is minimal then it will be a hugggee misstep on their part. The great GovTech resignation will ensue.

So you should probably post on GlassDoor, just to put a bit more pressure on their HR.

Originally Posted by Unregistered

I think you should post this on GlassDoor. Their HR seem to be active on there based on the replies. My guess is GovTech's management are not stupid, they understand that some of the seniors feel that the pay grade is a bit unfair. The upcoming pay adjustment would probably focus on that. But of course if the increment is minimal then it will be a hugggee misstep on their part. The great GovTech resignation will ensue.

So you should probably post on GlassDoor, just to put a bit more pressure on their HR.

this is already posted, the op just Copy and Paste to share.


ya, I guess is a stopgap measure to wait out and see what has changed....