51–60 of 169 posts
There is a lot of typical HN negative analysis in this discussion. Let's step back and applaud the fact that this is open. Who else does that? People don't do it because they are afraid of this type of negative analysis. This is a very cool comparison for those who don't have concrete numbers to take into HR. Thanks for sharing Buffer!
Wow, this is really terrible. This looks like a PR explanation for why they're slashing everyone's salaries. A cursory glance shows everyone either staying the same or dropping. > One of the toughest decisions we made with the new formula was to remove the annual 3% loyalty increase given to teammates for each anniversary from their start date. > We looked at a lot of options and in the end decided to remove it as it…
The question on everyone’s mind was “Can we afford this?” and “is this sustainable?” When we sought input and advice from those outside of Buffer we also were asked, “Why would you pay your team members with more generosity than you need to?” As it turns out, our answers are: Yes, Yes and because we believe it’s the right thing to do.I strongly disagree with cost-of-living-adjustments when employees have the choice of where to live. People shouldn’t be punished for living in less expensive places. If your company is willing to pay you more for living somewhere else even if they don’t gain anything from it, it means they’re underpaying you right now.
Whoa $121k in Spain that's a superstar salary for a programmer there. Average for programmer according to glassdoor is 35,000 euro = ~42,000 usd.
There is a lot of typical HN negative analysis in this discussion. Let's step back and applaud the fact that this is open. Who else does that? People don't do it because they are afraid of this type of negative analysis. This is a very cool comparison for those who don't have concrete numbers to take into HR. Thanks for sharing Buffer!
I would not applaud if my company would decide to make my salary open.
Another company that does open salary calculations is Gitlab: https://about.gitlab.com/jobs/developer/#compensation (this is a random developer job, you can check out other positions @ https://about.gitlab.com/jobs/ ) Here's the feature ticket: https://gitlab.com/gitlab-com/www-gitlab-com/issues/831 Disclaimer: I don't work for Gitlab, but I am a pretty biased rabid fan.
There is a lot of typical HN negative analysis in this discussion. Let's step back and applaud the fact that this is open. Who else does that? People don't do it because they are afraid of this type of negative analysis. This is a very cool comparison for those who don't have concrete numbers to take into HR. Thanks for sharing Buffer!
From my cursory glance, I have a bunch of problems here:
1) Most egregiously, it looks like they're slashing a bunch of salaries. Not the CEO, of course, but a lot of others seem to be going down. I would be immediately headed for the door in that scenario. Talk about a way to keep only the poor performers who can't get another job.
2) Related to the above, what signal does this send to future hires? "We'll pay you $X based on this fancy formula...until we decide to change the formula and slash your salary by 20%."
3) Large COL adjustments make no sense to me. So I work for a remote company and choose to live somewhere cheaper and they think that the value I'm providing is less? The end result of this is that remote devs get screwed on average, while the best remote devs avoid companies like this, rightfully so.
4) I didn't look very carefully, but they definitely seem to be underpaying in general. An advanced engineering manager (mobile) in a HCOL area gets $145k? I'm a senior mobile developer and I'm pretty confident I could significantly outearn the CEO if I lived in SF or NYC.
Whoa $121k in Spain that's a superstar salary for a programmer there. Average for programmer according to glassdoor is 35,000 euro = ~42,000 usd.