4 ms·
Couple things I’ve thought of when using the site: - Time at level - External hire vs internal (promotion, role change, etc) - As others have said, number of
by mcspiff 7y ago
Couple things I’ve thought of when using the site:
- Time at level
- External hire vs internal (promotion, role change, etc)
- As others have said, number of stocks.
As it is currently, it can be very hard to tell if a salary is representative of a new offer, someone at the end of a 4 year compensation “hump” due to vesting schedule, someone approaching their next promotion/high end of salary bands. To a certain degree the current version of the site suggests overall salary bands, but it’s hard to make it actionable for a specific case.
OTOH, I totally get that more data means more identifying, so tough balance. Love the site though!
- ianai 7y agoIt’s pretty hard (impossible?) for the market to reach an efficient outcome with asymmetric information. Sure, there will always be unobserved variables lid you indicate, but the opaque practices currently employed contribute to societal problems. However, that same opacity gave me some peace of mind at a previous employer. I had very cutthroat coworkers. I was targeted, in part, for just the suspicion that I made more than other people. Didn’t matter if it was less than a quarter per hour. Didn’t matter when they all eventually were promoted above me and made more, either. I don’t know how to square those two. On one side, market regulation ala talking to employees in search of abuses and mistreatment may have helped me. On the other is the persistent pressure to have the least government possible.
- Zaheer 7y agoThanks for the feedback! Regarding the first two, we collect Years of Experience along with Years at Company information. On the comp page if you click any of the rows, it will be shown. We have quite a bit of work to do on visualizations and will add this on the docket.