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Why not just a simple spreadsheet of salaries?

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Re: Why not just a simple spreadsheet of salaries?

#251

Post by mikeklaas »

joshmanders wrote: post #119
cbeach wrote: post #110

Earlier quoted context omitted.

Get equity or get out - make the promises binding.

First off, I made the decision to go for equity last time place I worked. That does not always equate to being a founder. I was the only non-founder with equity and when I was fired (for being burnt out but that's another story) I lost in the end. On top of that, being the only technical person and have full control over everything, including domains, hosting, code, etc. It's not really like I can be forced out.

Oh dear, you're fucked.

Re: Why not just a simple spreadsheet of salaries?

#252

Post by epicureanideal »

run4yourlives2 wrote: post #149

Just to let you know, most HR circles usually completely disregard self reported salary info because it has a tendency, (even when anonymously reported) to inflate the actual amounts.

Is there a study that shows that to be true? Can you point to any industry resources? Thanks!

Re: Why not just a simple spreadsheet of salaries?

#253

Post by throwaway_7531 »

S4M wrote: post #232
throwaway_7531 wrote: post #189

I'd put my salary on there, but it's a specific number in the $400k-$800k range (yes, base), which is basically identifiable. I may be the only person at my company on this specific number. (And I'm nervous about tightening that range up any more!) How many other highly paid professionals have the same hesitation? The really high salaries may never be part of an anonymous survey like this, where you are required to b…

Can you put a vague description of what you're doing so we can get an idea of what job can command this level of compensation?

Lots of things involving cloud computing, performance, SRE, software development. I'm still an individual contributor, although I consult with many others. I'm often working at the cutting edge, problems that haven't been solved before, but not always. Whatever the company needs I'm happy to do, whether it's glamorous or not.

AFAIK, to get to my range and beyond, you need to be a top performer (and bring a multiple in value of your salary to the company), be an expert in in-demand technologies (ones that aren't really in demand don't count), have a good network including senior managers / executives at companies that want to hire you, and you need to know how to negotiate. And, you can't negotiate if you don't know what others are paid. Surveys like this should be helpful.

Re: Why not just a simple spreadsheet of salaries?

#254

Post by poooogles »

AceJohnny2 wrote: post #200
throwaway_7531 wrote: post #189

I'd put my salary on there, but it's a specific number in the $400k-$800k range (yes, base), which is basically identifiable. I may be the only person at my company on this specific number. (And I'm nervous about tightening that range up any more!) How many other highly paid professionals have the same hesitation? The really high salaries may never be part of an anonymous survey like this, where you are required to b…

At that cost to the company, what are you doing on HN on a Monday afternoon? I kid, I kid ;)

I'm going to assume he works for one of the big trading firms with that level of pay.

Re: Why not just a simple spreadsheet of salaries?

#257

Post by danielrm26 »

sp332 wrote: post #197
danielrm26 wrote: post #156

Earlier quoted context omitted.

It's almost like if he wanted to do this and only include salary information he should have called it 'a simple spreadsheet of salaries'. That way we'd know at least.

But then he asked "Why not" and jotux answered that question.

I read "why not?" as a rhetorical intro, similar to "now presenting!"

Re: Why not just a simple spreadsheet of salaries?

#259

Post by thephyber »

jotux wrote: post #104

It's strange to me that these salary discussions are so narrowly focused on just pay/bonus and don't seem to care about benefits and work/life balance. Here's stuff I track in my own career spreadsheet and compare new jobs against these metrics when considering a new one: * Vacation, sick, and holiday time off * Distance to work and traffic considerations * Relative cost of living * Health insurance cost and coverage…

Some of those are derivative fields from fields listed in the spreadsheet.

Non-pay benefits are a function of your employer.

Distance to work is a function of where you live and where you work.

Cost of living is generally able to be eyeballed based on the location.

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