MrJones wrote: ↑
Wed Dec 27, 2017 1:40 am
gunn_show wrote: ↑
Tue Dec 26, 2017 1:41 pm
My biggest question is why you are so aggro to figure this out? To the level you are posting about it. I am in tech, and would of course love more granular numbers (and am going through an offer situation at this exact moment), but I understand as much about the game as I can, negotiate, and move on and make decisions the best I can with what I got. I am curious as to why you are willing to so far to get this compensation data. I typically try to talk to 2-5 industry peers every year to get a grasp of their total comp plan, and that helps me understand where I am and need to be.
I'm in tech and like numbers and data
. And I'm naturally curious. Same as you and seeing if getting granular numbers easily is a possibility. Not sure why you get the impression of this being aggressive.
It seems like a difficult topic to bring up with industry peers. People seem uncomfortable talking about salaries in general. Are the industry peers you talk to friends? Acquaintances? The same ones every year? How do you broach the topic?
Sure, I appreciate what you're after, but posting a thread and talking about acquiring or even buying lists of comp data is just a bit nuts to me. Ultimately what matters most is your individual organization - what pay grades, pay bands, etc. that you fall into and how to maximize that. No comp data from 100 other companies will help there, and you cannot bring some payscale data to the table and think your boss or employer is going to go outside their normal pay bands "just to match what you found on the internet" .. iMHO. I too love numbers and data, but only when I can take true action with it.
I work at a F100 SV tech firm and probably negotiate as hard as anyone at time of hire / perf reviews / role changes, but you are really only negotiating within the grade / band you are in, or trying to get to the next one. That is a very finite delta of numbers. I am not sure how gathering hundreds or thousands of data points from other firms will help you. Some lady in HR doesn't give a rats rear about all that, unfortunately. She is culling from her own internal spreadsheets. So unless you are negotiating with outside offers from various firms you are unfamiliar with their pay grades and bands and total comp offers, not sure how you plan to extract value here. That is one gap in your posting you have not relayed your plan, and I am genuinely curious to understand more about your end goal.
Industry peers being my network of friends inside my firm (there are many roles / grades / comp plans within large F500 firms, often different levels of comp and pay plans), friends from b-school outside my firm also in tech, and friends at other F1000 level firms that are not necessarily in tech but give me good understanding of how other jobs and industries get paid (eg fintech, consulting, etc). Can help you get creative at various points in your career if you need to negotiate other terms or add-on ways to get paid. Many people hate talking about money, but find the 1-10 that are like you and hungry and aggressive in their careers, and they will open up to discuss it over beers, as they will appreciate hearing about your situation as well. If you're an engineer, might be tougher to get that info out of friends, I am in sales and talking numbers / quotas / comp plans is a bit more common. If you've been in tech long enough you should have a solid network to reach out to. Another way to do it is just simply to interview a lot, or network and talk with a lot of recruiters. I can get rough target comp plans out of a recruiter on the first call typically.
"The best life hack of all is to just put the work in and never give up." Bas Rutten