We all know that software engineers are highly paid. The downside here is that tech compensation can be incredibly hard to understand, filled with so many different components.
Continuing from the post here:
Would the suggestions in that post be different for my scenario? I have added my details below.
I know that to get to the Senior level, I have to show influence at high levels. After reading the answer to some of the questions in the community, I am not able to decide whether I should focus on building web projects or should I start building an Android app. The advantage of choosing a web project is that I already have expertise in modern frontend frameworks. My initial years of experience is in legacy backend systems(mainframes) which I think is not of much use now in Silicon valley companies.
As far as my interest level goes, I am very much inclined toward the web. But I know that app development is definitely something that helps to attract users to your product. I am a bit lost on what I should invest my time on. Considering that I have 12+ years of experience, should I do both? Will doing both Android and web both open a lot more opportunities for me?
Should I focus on building something where I can show the impact with the number of users rather than thinking about the platform (android or web) for which I start building my side projects. Should I even care about doing side projects considering I have 10+ years of work experience?
Should I target full-stack roles instead of frontend roles ?
Looking for suggestions. Apologies if this question comes out as too broad and not very clear. I am open for discussion if that can help to narrow down the response.
Current TC: 220 - 240K
For anyone who stayed in the company during mass layoffs, how was the experience after staying?
The second question is, did you try to negotiate more money? When staying meant missing the exit package and potentially more work in the future. Is there a way to put the case forward for the compensation revisit?
In uncertain times, and given the risk of job security in tech, what are your views on passive income modes or side hustles such as writing a blog?
Can you suggest some of these for someone who is currently a backend software engineer?
Also, I am ruling out hustles such as driving Lyft/Uber as they require active participation.
I initially looked out for an opportunity because I was not really satisfied with the role and compensation.
I landed an opportunity in a mature product company
My current org matched the compensation and the role.
Still, with yoe I have and the state of the team and product we are building I feel I deserve much better.
It's been just six months since I joined. I aim for MAANG and that's why I feel unsettled.
I am a senior developer in my company for a long time and performing really well. I switched divisions in this new group about 3 years ago but my managers changed 2 years ago. I see there is a problem of visibility of my work to upper management and I realized my manager is not really helping me grow. I took many initiatives and lead the projects last year but there is politics and they are sort of blaming me that I am not performing well enough though these projects are very important to the success of the company.
On top of this, my compensation is way lower than industry and as well as across my company.. I asked a few friends across the company and it is 25-30k lower than theirs for the same level. I tried asking for a raise to my manager and my 2nd level manager(director) but my manager says that there is a budget every year in the 1st quarter and they allot it based on performance. My 2nd level (director) says my compensation is great and I am same as everyone else here. When I asked about my performance, I was told I am a solid and valuable performer but not outstanding and so you may get accordingly but no guarantees.
Last year there was a new senior director hired from outside of the company in our division and bringing many new processes and changes. The sr.director seems to understand the challenges and problems we face as a product and also the trying to change the way the people are held accountable. But since this person is new, they dont know my contributions in the past 3 years to this product. Many people with senior level titles who are paid more don't really perform at that level and it is seen..and people like me who perform well and paid less.
My question is - I dont think it is going to help if I talk again with my manager on this, but I definitely am under-paid and have to address this. So, is it OK for me to setup a meeting with the sr.director and share my contributions to this product, etc in the past years , and say I can bring in lot of value to this product in x, y, z areas and say I am underpaid and would you help with matching up at least to the company standards of 25k-30k more. I dont want my manager think I am skipping levels to talk to the sr.director. Also, the sr.director has the power to allot how much raises each person gets, and I think it will help me to talk directly to them, but I am not sure if that's ok to try that, any advise on how to navigate this is appreciated. Thank you!
I am planning to shift as most of my family would be situated there. But wanted to understand how it is from a growth perspective in terms of career ladder, compensation, and startup culture.
I understand that compensations are a bit lower than US. But how is it compared to places such as India wrt the cost of living there? I was exploring US as well but the long green card process is a bit challenging, especially since I have parents who are a bit older and thus want to be with them at a place where I can have them settle comfortably. Another con I feel is that very few companies sponsor direct H1B visa and don't want to invest two years in masters as well in US.
When an EM gives you the word that I'm willing to match the offer and the role. What should you ask the EM to make it official?
A revised offer letter or an appraisal letter, or something else?
Hi Taro community,
Seeking your help in evaluating two offers that I received from two start-up companies.
Thanks in advance for any kind of suggestions/comments.
I was under the impression that in the past (before Q3 of 2022), it was often possible to get exceptions to location-based comp ranges and to get an offer that was average for the role even if in a low-COL area working remotely. I've talked to other developers in my area who have said they experienced that.
Has this become more difficult in this market? I was evaluating an offer and the recruiter initially seemed optimistic about exploring going above the location-based pay bands in order to compete with my other offer and current comp, but then I didn't hear from him for two weeks (during Christmas) and then he got back to me saying it was entirely impossible.
Let’s say 2 companies give you different levels, but the compensation is the same. Is it better to have the lower level to have lower expectations? Zooming out, how should I think about level and its overall importance across my career.
I don't hate my job but not interested in overly performing as I am not happy with my compensation.
No motivation to prepare for interviews in the current market
I just want to do whatever is assigned to me. I have no leadership skills, no confidence. No motivation to put lot of efforts and make an impact due to low compensation to fix my leadership and communication issues. It typically takes 2.5-3 years to get promoted to next level as an average engineer like me. I have been stuck due to immigration issues. Manager has too many reportees. Hiring freeze everywhere.
Do you have any recommendation on what to do in this case?
I'm wondering how companies think about employee compensation for those already in the company. Is it possible to have strong upwards mobility on the compensation side by just staying in your current company and doing great? Or is it better to change jobs?
I feel the quality and quantity of my contributions greatly exceeds the expectations of my level, so I'd like to ask for a raise. I'm basing this self-assessment based off raw diff count + SEV participation + project count + good peer feedback.
Typically raises are given out once a year at Robinhood, and I've only heard of employees get an off-cycle pay increase if they threaten to quit. How should I ask for a raise?
I’m about to start applying for jobs. I’d like for my next job to be at FAANG for all the reasons that Alex and Rahul mention it’s good to begin your career at FAANG. This is my third job out of school, so I’m a little late, but better late than never :)
I believe what Alex and Rahul said about working at FAANG is that it’s good because you:
My crude approach to getting into a FAANG/FAANG-equivalent company is to look at levels.fyi, and run down the list of companies and apply. This approach certainly satisfied point 2 above, and is also very good for getting 1 and 3 as well given that all 3 points are highly correlated.
I know that referalls are important, so I do plan on tapping my network as well.
But I wonder, am I thinking about this the right way? Is there a better approach? If I could in theory get super-amazing 1 and 3, and get less 2, I think I’d be willing to do that. But I’ll never come across such an opportunity if I’m just using levels.fyi
All thoughts are welcome 😊