Related Posts
Looking for a role as junior software engineer.
Hello Everyone,
- I am looking for a part-time/full-time role as a software engineer. I have Bachelor in computer science.
Pros: Self learner.
Cons: Take too much Tea.
Comfortable:
- Typescript/Nodejs
- Reactjs, tailwindCSS
- GraphQL
Intro and done some work in following technologies also:
- WebRTC
- Django
- Android, Flutter
- Solidity, Truffle
Regards Muhammad Ahsan.
Email: ahsanjsdev@gmail.com
Salary expectations: 15$/h
How to renegotiate with pwc for more fixed
More Posts
What is take home salary if 9.5 lakhs CTC in UST
Additional Posts in Compensation in Consulting
Conversation Starter
Anyone know the salary for a vp at Marcus?
Rising Star
Bonus for EY S&O?
New to Fishbowl?
Download the Fishbowl app to
unlock all discussions on Fishbowl.
unlock all discussions on Fishbowl.
I mean, some jobs can have more than a decade separating the most junior and senior person in the role.
Just consider at EY:
Staff: 0-3 years of experience
Seniors: 2-7 YoE
Managers: 5-15 YoE
Senior Managers: 8-20+ YoE
This is before you take prior experience, cost of living adjustments, and performance based variability into account.
I've seen even bigger ranges and it's still more helpful than no ranges. $100k-$200k jobs are very different from $200k-350k jobs. It's good for making sure you're in the right ballpark.
We're a company that posts the full payband for all of our roles in the US.
We don't have up or out so a band that goes from, say, $140-290k is accurate since it covers people brand new at the level and people who've been at that level for 20+ years.
As long as the posted salary range is actually accurate and isn't BS, I am fine with it even if there's a huge range between the bottom and top of the band.
This has been the law in NY and California for five years. Seems to be running fine.
If the average annual raise is 2-3% (if you're lucky), then that equates to only a fraction of moving up within the band each year. If the band is like $50k from low to high, then you'll never get to the 75%+ quartile. You are more likely to leave or if you get a promotion it will be to the lowest amount in the next band. There should be no more than $25k ranges below $200k and above that it can move to $50k as experience varies more widely and base compensation usually tops out at around $350-400k unless you are C-suite.
This creates at least six salary bands below $200k and is going to be a PITA to manage
Wouldn’t work in my industry, especially when equity is given as a sliding scale component of TC
There are high, average, and low paying companies. Depending on if you’re moving from avg to high or high to another high + making a title jump, I would adjust the expected % total comp gain, starting from 15%. Ranges from job postings aren’t going to be reliable, the main thing you can count on is probably not getting the top end. If you are at a “high” and considering a medium, there’s almost no chance you’re going to be happy with the comp long term if money matters, even if you get a significant title jump. I personally look for 50%+ to move, but there’s a very small list of companies I would want to work for
It’s helpful if you know how to read it wrt title and seniority. As someone who’s hiring, I don’t terribly mind it because I choose to pay at the top of a salary band in exchange for being very picky
As a Massachusetts resident, I laugh because this state is turning into such a sh*thole and this is all we do
Honestly it doesn’t make sense for the remote work dynamic but I don’t think it’s a net bad thing
Libs madness
It’s a good first step! If you post an enormous salary range then I’m going to assume I’ll be working for a bunch of muppets.
Any upfront transparency is good. I’ll settle for incremental improvements