Moving to London from India, what salary and expenses to expect?
Mar 27, 2013, 5:50 am
#16
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Join Date: Mar 2013
Posts: 11
I had an offers from LA & NY (USA) they were ready to pay anout US$ 100,000 to 120,000. I have no idea about London counterpart comparision, if anyone could convert this US numbers to UK.
Mar 27, 2013, 5:55 am
#17
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Join Date: Mar 2013
Posts: 11
But the OP is only 24, so will have 3 years coding experience and maybe 1 year of management?
Perhaps another assessment is to look at where the existing salary sits on Indian (urban) pay distributions vs the UK?
After tax, a single person earning Ł50k in the UK is in the top 3% in terms of disposable income. That's probably about Ł85k before tax.
Perhaps another assessment is to look at where the existing salary sits on Indian (urban) pay distributions vs the UK?
After tax, a single person earning Ł50k in the UK is in the top 3% in terms of disposable income. That's probably about Ł85k before tax.
Mar 27, 2013, 6:17 am
#18
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Don't get sucked into comparing compensation in one place with compensation in another. Not only is cost-of-living a critical variable, but matters paid for by the employer vs. paid for by the employee matter a great deal. This includes health care, retirement (not necessarily foremost on OP's mind at age 24), and any other contributions.
Additionally, in some locations, benefits such as housing are taxable and in others they are not. All of this makes an enormous difference.
The best place to start are with friends who have made the same move. India to UK in technology is hardly unheard of. What are they being paid, what items are paid by the employer and what is it worth? Might you forgo relocation expenses if you can stay with one of them while you explore and figure out where you want to live? What are they seeing for compensation for your exact field?
Additionally, in some locations, benefits such as housing are taxable and in others they are not. All of this makes an enormous difference.
The best place to start are with friends who have made the same move. India to UK in technology is hardly unheard of. What are they being paid, what items are paid by the employer and what is it worth? Might you forgo relocation expenses if you can stay with one of them while you explore and figure out where you want to live? What are they seeing for compensation for your exact field?
Mar 27, 2013, 6:34 am
#19
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Join Date: Mar 2013
Posts: 11
Don't get sucked into comparing compensation in one place with compensation in another. Not only is cost-of-living a critical variable, but matters paid for by the employer vs. paid for by the employee matter a great deal. This includes health care, retirement (not necessarily foremost on OP's mind at age 24), and any other contributions.
Additionally, in some locations, benefits such as housing are taxable and in others they are not. All of this makes an enormous difference.
The best place to start are with friends who have made the same move. India to UK in technology is hardly unheard of. What are they being paid, what items are paid by the employer and what is it worth? Might you forgo relocation expenses if you can stay with one of them while you explore and figure out where you want to live? What are they seeing for compensation for your exact field?
Additionally, in some locations, benefits such as housing are taxable and in others they are not. All of this makes an enormous difference.
The best place to start are with friends who have made the same move. India to UK in technology is hardly unheard of. What are they being paid, what items are paid by the employer and what is it worth? Might you forgo relocation expenses if you can stay with one of them while you explore and figure out where you want to live? What are they seeing for compensation for your exact field?
Mar 27, 2013, 8:15 am
#20
Join Date: Apr 2004
Posts: 230
No one has asked the most important question, What is the company willing to offer? I would think they would have given a range of salary when (or before) you applied for the job.
I changed jobs last year and there was a range mentioned in the initial posting. I was able to negotiate to the upper 1/3rd of the offer and add on a bonus which took me over the initial offer.
Best to you!!
I changed jobs last year and there was a range mentioned in the initial posting. I was able to negotiate to the upper 1/3rd of the offer and add on a bonus which took me over the initial offer.
Best to you!!
Mar 27, 2013, 9:01 am
#21
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I would then start broadening your circle. If you don't know anybody, somebody you know knows somebody who can tell you what the range is in London. You don't want to short-change yourself, but you don't want to price yourself out either. As you can see from this thread, there are vastly differing views of what compensation is and since nobody here knows your exact qualifications and the payscale of your particular offer, you really need to get a grasp on those facts through more reliable sources.
Mar 27, 2013, 9:02 am
#22
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About 20-25 years ago, I was looking into contract work (software) in the UK. I was told the rates would be around Ł25/hour. At 40 hrs/wk, that amounts to about Ł50,000/year, and it was located somewhere in the Cotswolds.
I realize that location, time since my experience, and job vs. contract makes a difference, but it seems to me that, given I'm talking about a time before the OP was born, he might not be that far out of line.
Mar 27, 2013, 9:54 am
#24
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Hmmm.
About 20-25 years ago, I was looking into contract work (software) in the UK. I was told the rates would be around Ł25/hour. At 40 hrs/wk, that amounts to about Ł50,000/year, and it was located somewhere in the Cotswolds.
I realize that location, time since my experience, and job vs. contract makes a difference, but it seems to me that, given I'm talking about a time before the OP was born, he might not be that far out of line.
About 20-25 years ago, I was looking into contract work (software) in the UK. I was told the rates would be around Ł25/hour. At 40 hrs/wk, that amounts to about Ł50,000/year, and it was located somewhere in the Cotswolds.
I realize that location, time since my experience, and job vs. contract makes a difference, but it seems to me that, given I'm talking about a time before the OP was born, he might not be that far out of line.
Mar 27, 2013, 10:26 am
#25
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Mar 27, 2013, 12:53 pm
#26
Join Date: Jun 2006
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Being retired from the IT industry, I've been watching this thread. I was both an employee, and later a specialist consultant.
The rates suggested by the OP don't seem outlandish, provided that he has a USP. The story of the 2 start-ups would seem to indicate that he has.
Remember that contracting rates are much higher than employee rates, (as already stated, an employer has much higher overheads and contributions to make), and reflect the extra risk a contractor takes (having to keep looking for new contracts, down-time, illness, unpaid holidays, self-funded pension etc.).
The company seems to be strategising a bit (by assuming the potential employee is too keen to risk asking too much, by hoping he won't do his research, leaving it until late in the negotiations to discuss salary (when the fish is already hooked) etc. etc.).
I'd play it by ear, and if they appear outraged by the initial suggestion, ask them what they had in mind. That will reveal if they are trying to buy cheap expertise. If they don't respect you in this negotiation, what will it be like when you work for them?
You will never be able to increase the amount you ask for (well, not in the near future) but you can always back off a bit, if you have overshot. Just make sure its a suggestion, not a demand, and you might be pleasantly surprised.
Good luck with the move.
The rates suggested by the OP don't seem outlandish, provided that he has a USP. The story of the 2 start-ups would seem to indicate that he has.
Remember that contracting rates are much higher than employee rates, (as already stated, an employer has much higher overheads and contributions to make), and reflect the extra risk a contractor takes (having to keep looking for new contracts, down-time, illness, unpaid holidays, self-funded pension etc.).
The company seems to be strategising a bit (by assuming the potential employee is too keen to risk asking too much, by hoping he won't do his research, leaving it until late in the negotiations to discuss salary (when the fish is already hooked) etc. etc.).
I'd play it by ear, and if they appear outraged by the initial suggestion, ask them what they had in mind. That will reveal if they are trying to buy cheap expertise. If they don't respect you in this negotiation, what will it be like when you work for them?
You will never be able to increase the amount you ask for (well, not in the near future) but you can always back off a bit, if you have overshot. Just make sure its a suggestion, not a demand, and you might be pleasantly surprised.
Good luck with the move.
Mar 27, 2013, 1:48 pm
#27
Original Poster
Join Date: Mar 2013
Posts: 11
Being retired from the IT industry, I've been watching this thread. I was both an employee, and later a specialist consultant.
The rates suggested by the OP don't seem outlandish, provided that he has a USP. The story of the 2 start-ups would seem to indicate that he has.
Remember that contracting rates are much higher than employee rates, (as already stated, an employer has much higher overheads and contributions to make), and reflect the extra risk a contractor takes (having to keep looking for new contracts, down-time, illness, unpaid holidays, self-funded pension etc.).
The company seems to be strategising a bit (by assuming the potential employee is too keen to risk asking too much, by hoping he won't do his research, leaving it until late in the negotiations to discuss salary (when the fish is already hooked) etc. etc.).
I'd play it by ear, and if they appear outraged by the initial suggestion, ask them what they had in mind. That will reveal if they are trying to buy cheap expertise. If they don't respect you in this negotiation, what will it be like when you work for them?
You will never be able to increase the amount you ask for (well, not in the near future) but you can always back off a bit, if you have overshot. Just make sure its a suggestion, not a demand, and you might be pleasantly surprised.
Good luck with the move.
The rates suggested by the OP don't seem outlandish, provided that he has a USP. The story of the 2 start-ups would seem to indicate that he has.
Remember that contracting rates are much higher than employee rates, (as already stated, an employer has much higher overheads and contributions to make), and reflect the extra risk a contractor takes (having to keep looking for new contracts, down-time, illness, unpaid holidays, self-funded pension etc.).
The company seems to be strategising a bit (by assuming the potential employee is too keen to risk asking too much, by hoping he won't do his research, leaving it until late in the negotiations to discuss salary (when the fish is already hooked) etc. etc.).
I'd play it by ear, and if they appear outraged by the initial suggestion, ask them what they had in mind. That will reveal if they are trying to buy cheap expertise. If they don't respect you in this negotiation, what will it be like when you work for them?
You will never be able to increase the amount you ask for (well, not in the near future) but you can always back off a bit, if you have overshot. Just make sure its a suggestion, not a demand, and you might be pleasantly surprised.
Good luck with the move.
Mar 27, 2013, 2:05 pm
#29
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Mar 27, 2013, 2:19 pm
#30
Join Date: Jun 2006
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If you suggest a performance based bonus, you (and they) must be clear about how that will be assessed (check out my 'name'). You can't control what you don't measure, and you need to agree the measurement criteria.
I agree that a range will draw an offer at the bottom end, but so long as you know that........ I would even be inclined to 'admit' that its difficult to asses what to ask, then go for what you will not be disappointed by as a bottom of the range. If they really disagree, at least you haven't burned your boats.
But.... you need a drop-dead bottom figure (in your mind, NOT on paper), below which you don't book the flights. And stick to it because you have worked it out, and know its reasonable. (but be certain it IS reasonable in the first place).
I agree that a range will draw an offer at the bottom end, but so long as you know that........ I would even be inclined to 'admit' that its difficult to asses what to ask, then go for what you will not be disappointed by as a bottom of the range. If they really disagree, at least you haven't burned your boats.
But.... you need a drop-dead bottom figure (in your mind, NOT on paper), below which you don't book the flights. And stick to it because you have worked it out, and know its reasonable. (but be certain it IS reasonable in the first place).