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> 3) Is complaining on Slack or posting your salary the best way to accomplish the goal of equal pay? I don't personally think it is, but I am willing to hear c

> 3) Is complaining on Slack or posting your salary the best way to accomplish the goal of equal pay? I don't personally think it is, but I am willing to hear counter arguments. A slack channel is probably an efficient way to organize other employees for collective bargaining. There are already salary sharing sites like team blind and levels.fyi

websap 5y ago
Problem with levels.fyi and blind is that the data is not verified. I have higher confidence from internal systems.
- zuhayeer 5y ago
  We actually do verify data on Levels.fyi – we collect verified proof documents such as W2s and offer letters to anchor the self-reported data points. We also have an exclusively verified data newsletter: https://levels.fyi/verified/ https://levels.fyi/verified/ Latest issue here: https://email.levels.fyi/t/v/75745b41-8636-4368-9891-3968c4a11b57/00000000-0000-4000-8000-000000000001 https://email.levels.fyi/t/v/75745b41-8636-4368-9891-3968c4a...
  - toephu2 5y ago
    Curious what is the motivation for people to submit verified offer letters to levels.fyi? What does the submitter get out of it?
    - zuhayeer 5y ago
      No direct incentive today. If they find value through the site (maybe for a negotiation), then they're free to contribute back and we've seen that be a pretty significant motive. Pretty altruistic, but people realize it helped them and it can help others in the future.
S_A_P 5y ago
To me this is an issue of scale. A small startup can hand pick talented people and pay them the same. Its pretty easy to manage employees and validate performance as you approach ~100 employees. Now scale that up to 50k employees. The talent pool isnt large enough to have only A players. Secondly in a large org you may not want some of the A players available because they have a crappy attitude. So what do you do? Hire B and C players and hope you can mentor them to a B+ A-. Im still not sure they deserve top tier pay, at least at first. If they demonstrate improvement then compensate them. Personally I think where companies go wrong with comp is that they stop rewarding top performers- especially in the IT/DevOps side. Ive worked at various companies where the sales and or traders that form the business often get large rewards just because they are on the income side of the house. IT and Development can at best increase efficiency and reduce costs but they are always just that, a cost. So short sighted managers eventually hit a wall and say no more comp increases. Eventually that person leaves when they find a better job, and they spend 50-100k recruiting a replacement that they have to pay what the existing employee wanted in the first place.

websap 5y ago

Problem with levels.fyi and blind is that the data is not verified. I have higher confidence from internal systems.

zuhayeer 5y ago
We actually do verify data on Levels.fyi – we collect verified proof documents such as W2s and offer letters to anchor the self-reported data points. We also have an exclusively verified data newsletter: https://levels.fyi/verified/ https://levels.fyi/verified/ Latest issue here: https://email.levels.fyi/t/v/75745b41-8636-4368-9891-3968c4a11b57/00000000-0000-4000-8000-000000000001 https://email.levels.fyi/t/v/75745b41-8636-4368-9891-3968c4a...
- toephu2 5y ago
  Curious what is the motivation for people to submit verified offer letters to levels.fyi? What does the submitter get out of it?
  - zuhayeer 5y ago
    No direct incentive today. If they find value through the site (maybe for a negotiation), then they're free to contribute back and we've seen that be a pretty significant motive. Pretty altruistic, but people realize it helped them and it can help others in the future.

S_A_P 5y ago

To me this is an issue of scale. A small startup can hand pick talented people and pay them the same. Its pretty easy to manage employees and validate performance as you approach ~100 employees. Now scale that up to 50k employees. The talent pool isnt large enough to have only A players. Secondly in a large org you may not want some of the A players available because they have a crappy attitude. So what do you do? Hire B and C players and hope you can mentor them to a B+ A-. Im still not sure they deserve top tier pay, at least at first. If they demonstrate improvement then compensate them. Personally I think where companies go wrong with comp is that they stop rewarding top performers- especially in the IT/DevOps side. Ive worked at various companies where the sales and or traders that form the business often get large rewards just because they are on the income side of the house. IT and Development can at best increase efficiency and reduce costs but they are always just that, a cost. So short sighted managers eventually hit a wall and say no more comp increases. Eventually that person leaves when they find a better job, and they spend 50-100k recruiting a replacement that they have to pay what the existing employee wanted in the first place.