Salary Guides

Eight Proven Tactics for Salary Negotiations

This article provides eight tactics for negotiating salary, such as making sure your agenda is clear, doing research to understand your market value and position within the company, and using body language and non-verbal cues. It also encourages people to find common ground with their boss, be flexible, and use the "Powerlessness" and "No" cards when necessary. Lastly, it advises to not use precise numbers and to be the first to mention a number when negotiating.

Visualizing where your team stands to tackles the salary raise period

This article discusses a method for approaching salary evaluations at a company. The author suggests benchmarking salaries and plotting them on a graph based on seniority and market value. For those who don't receive a raise, the author suggests providing materials to discuss areas of improvement and a plan to get there. The author also believes engineers are motivated by learning opportunities, having an impact, and recognition, rather than salary. As a result, salary should reflect their long-term value, and bonuses can be used to reward exceptional work.

Why I Made My Company’s Compensation More Structured

Pilot has implemented a new compensation process that eliminates negotiation components and rewards employees based on their skills. The company has also taken steps to ensure that employees are not discriminated against based on their location, by benchmarking salaries to the most expensive country they are comfortable hiring in. The key lesson learned is to focus on creating a fair compensation scheme that does not rely on negotiation skills.

Pay Equity Improves Your Company’s Performance

This company implemented a pay equity policy to address discrepancies in salary setting due to unconscious bias. After a year of implementation, all engineers and managers at the same level were paid identically. The policy was well-received internally and externally, and helped to attract more people to the company due to its commitment to equity and inclusion.

Strategies You can Use to Convince Your Leadership about Promotion and Salary Upgrades

The author faced two challenges in their company: managing eighteen direct reports and working for founders who were not open to spending for salaries. To resolve these issues, the author conducted weekly one-on-ones with their direct reports, identified two engineers as team leaders, and consulted with a 3rd party HR company to come up with a pay scale structure. The key lesson learned was the importance of educating founders on fair compensation and pursuing this cause even if there was push back.

The Importance Of Personality In Hiring Good Engineers

The author was an Engineering Manager at Saama Technologies in 2013 and was under pressure to hire 11 engineers quickly. He interviewed 600 candidates and shortlisted a few, taking into account their personalities and communication skills, as well as their technical abilities. He then worked with his management to create a special budget for salaries and bonuses, and continued to talk to the candidates until they joined the company. The team was a success and the author learned that it is important to never take shortcuts when it comes to hiring, and to consider the environment, culture, and personalities of the company and team when selecting a candidate.