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Storage Domain - Attrition Trend Comparison Report (Executive Summary)

October 2013

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All the information contained in this report is obtained through proprietary technology aggregation algorithms, human experts, network of domain experts, discussions with industry leaders, public and confidential information sources believed to be reliable. Talent Neuron makes no representations or warranties regarding the errors, omissions or completeness of any information contained herein and shall have no liability for the same. The report is provided solely for informational and marketing purposes and opinions must not be construed as advice, recommendations or endorsements. The reader of the report is advised to conduct an independent evaluation and form conclusions with respect to the information provided.

Topics Covered in the report

Definition

Attrition Trends Hiring Trends (Available in Full Report) Conclusion (Available in Full Report)

Definition

Talent Neuron has studied attrition trends across 2 global cities

3 Cities

1. Bangalore 2. San Francisco Bay Area

Software Product Development Focus

Jan July 2013


Percentile: Number (value) that represents a percentage position in a list (range) of data. For example, if the performance of an entity is at 43rd percentile, then it performs better than 43 % of all entities within its group. P10: 10th Percentile P25: 25th Percentile P75:75th Percentile P90: 90th Percentile

P50: Median/50th Percentile

Voluntary and Involuntary Definitions: Voluntary Attrition: Employee turnover on his or her own accord in order to pursue other opportunities or for personal reasons. Involuntary Attrition: Employee termination for poor job performance, absenteeism or violation of workplace policies. This is also known as forced attrition.
4

Attrition Trends

Bangalore closely followed by SF Bay Area has the highest attrition among the 2 cities
Attrition Rates: Bangalore, SF Bay Area (July 2012 June 2013)
16%

14%
14%

12%
12% Attrition Rate (%) 10%

10%
8% 6% 4% 2% 0%

9%

Bangalore

SF Bay Area

Source: Interview with product company HR leaders, BLS, Talent Neuron profile sample analysis

Attrition Trends

Bangalore has voluntary attrition of about ~ 10%

4% 4%

10.0%
8.0%

Bangalore

SF Bay Area

Voluntary Attrition

In-Voluntary Attrition

Source: Interview with product company HR leaders, BLS, Talent Neuron profile sample analysis

Attrition Trends

Key Reasons of Attrition by Location

SF Bay Area
Startups: Developers in the Bay Area work in large teams where their jobs are not challenging and often unsatisfactory on a personal level. Hence many developers chose to move to start-ups to add more value to their jobs. Compensation Disparity: In the Bay Area, companies like Google, Facebook and other high growth start-ups (Dropbox, Box) often hire talent at inflated salaries. Thus employees often find moving to a new company financially more beneficial than internal growth.

Bangalore
Lack of Ownership: In Bangalore, the software developers seldom work on product ownership model. Demand Supply Gap: Large MNC companies are hiring for key positions and are focused on targeted hiring. This creates demand for good technical talent. A good technical talent in Bangalore will have multiple offers Start-ups:

Start-up ecosystem in India is improving. Key leaders across technology and management are now joining start-ups for equity and higher compensation (Also ownership)

Source: Interviews with HR experts, Literature search on retention measures, Talent Neuron expert comments

Attrition Trends

Attrition for Storage systems job family is slightly higher than the industry average

Platform
Software Protocols Bay Area Storage Systems Hardware Skills Software Protocols

2-4 Years

4-7 Years

7-10 Years

10+ Years

Bangalore

Storage Systems
Hardware Skills

Indicates that Attrition is higher than the industry average Indicates that the attrition is the same as the industry average Indicates that attrition is less than the industry average Source: Interviews with HR experts, Literature search on Attrition calculation methodologies prevalent in the industry, Talent Neuron expert comments

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