Almost no company has the internal processes to adjust someone's compensation within two months. If you don't feel like your compensation at signing is appropri

Almost no company has the internal processes to adjust someone's compensation within two months. If you don't feel like your compensation at signing is appropriate, you need to figure it out then. Otherwise, your best shot is when the company's standard process is - end of year reviews, after one year at the job, whatever. Also, at least in tech, almost no company will have made any serious attempt to evaluate your contributions after two months. It's assumed you're still figuring things out (both technical and social/political) and not making meaningful contributions until well past that point, and the nature of things you'll do even two years into a job are qualitatively different from those you're doing two months in (even if you are finding things that are valuable to do). So they don't have the data to re-evaluate you two months in, even if they had the process. It is of course technically possible for someone sufficiently senior at the company (like, head of HR, C-suite, etc.) to override the standard process. But why should they do that for you? It's generally not in their interest, because it will endanger their own relationships with all the people under them implementing the standard process, even if it's the right decision, and they have no reason to be confident that it's the right decision. I think that's something you need to figure out. What happened with the SVP/CISO phone calls that you mentioned in your post? What did you tell these people, whose job isn't recruiting candidates (there's a whole different department for that), to convince them to bypass the usual process and stick their own necks out and risk their own position to get you into the system? What did they say in return?