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Having worked at just-below-FAANG companies with a surely above average oversight on how compensation strategy works, let me summarize my experience: We, as a

Having worked at just-below-FAANG companies with a surely above average oversight on how compensation strategy works, let me summarize my experience: We, as a company already know how much our competitors pay for a given role as everyone in the industry is buying and selling statistical data on their compensation structure through 3rd party agencies. Therefore, we can and do intentionally target, which salary band our positions should fall to in the broader market. You have absolutely no way to negotiate your base salary above the band which was already known when we created the position. There could still be substantial differences, as even mid level roles have 30%+ difference in band limits. You can however, have the position to be upgraded or downgraded if certain circumstances met, but that's a new position with new salary ranges. These regulations likely increase employee leverage, but to which extent, hard to tell. You should care about your total compensation anyway and neither cash bonus, nor equity is covered in the disclosure, although especially for senior positions, those are very substantial part of your compensation.

happymellon 4y ago
I've had folks hard quit at previous companies as soon as they find out how big a difference between their pay and new hires. We are talking about £20k+. This would be extremely useful during annual reviews and other events during your tenure at an organisation not just at hiring time.
looperhacks 4y ago
> You should care about your total compensation anyway and neither cash bonus, nor equity is covered in the disclosure, although especially for senior positions, those are very substantial part of your compensation. Most people outside of the tech-sector will never see any bonus, equity, etc. besides their normal salary.
- reisse 4y ago
  > Most people outside of the tech-sector will never see any bonus, equity, etc. besides their normal salary. From my POV, even in tech sector a lot of people are overestimating equity values. With a median tenure in FAANG likely below two years, base salary becomes much more important than people think about it.
acjacobson 4y ago
> You should care about your total compensation anyway and neither cash bonus, nor equity is covered in the disclosure, although especially for senior positions, those are very substantial part of your compensation. Even if you do get a bonus or equity as part of your TC, it doesn't necessarily mean you're going to get anything for it. I've had options several times that ended up worthless as well as bonuses that were never paid or partially paid due to nebulous company-wide performance metrics. Unless you're working for a very well established tech company, ideally public, I'd give those parts of your TC a discount to what's written in your contract.
ivanovb 4y ago
> You have absolutely no way to negotiate your base salary above the band which was already known when we created the position I don't actually want to negotiate the base salary, but I want to know before hand if all the time invested in interviews and the risk taken when switching jobs is worth it for me. > You should care about your total compensation anyway and neither cash bonus, nor equity is covered in the disclosure, although especially for senior positions, those are very substantial part of your compensation. No, because equity and all the other benefits besides the base salary are most of the time at the company's whim - I might or not receive them and I'll have only the freedom to choose between options offered by the company, not real freedom.

happymellon 4y ago

I've had folks hard quit at previous companies as soon as they find out how big a difference between their pay and new hires. We are talking about £20k+. This would be extremely useful during annual reviews and other events during your tenure at an organisation not just at hiring time.

looperhacks 4y ago

> You should care about your total compensation anyway and neither cash bonus, nor equity is covered in the disclosure, although especially for senior positions, those are very substantial part of your compensation. Most people outside of the tech-sector will never see any bonus, equity, etc. besides their normal salary.

reisse 4y ago
> Most people outside of the tech-sector will never see any bonus, equity, etc. besides their normal salary. From my POV, even in tech sector a lot of people are overestimating equity values. With a median tenure in FAANG likely below two years, base salary becomes much more important than people think about it.

acjacobson 4y ago

> You should care about your total compensation anyway and neither cash bonus, nor equity is covered in the disclosure, although especially for senior positions, those are very substantial part of your compensation. Even if you do get a bonus or equity as part of your TC, it doesn't necessarily mean you're going to get anything for it. I've had options several times that ended up worthless as well as bonuses that were never paid or partially paid due to nebulous company-wide performance metrics. Unless you're working for a very well established tech company, ideally public, I'd give those parts of your TC a discount to what's written in your contract.

ivanovb 4y ago

> You have absolutely no way to negotiate your base salary above the band which was already known when we created the position I don't actually want to negotiate the base salary, but I want to know before hand if all the time invested in interviews and the risk taken when switching jobs is worth it for me. > You should care about your total compensation anyway and neither cash bonus, nor equity is covered in the disclosure, although especially for senior positions, those are very substantial part of your compensation. No, because equity and all the other benefits besides the base salary are most of the time at the company's whim - I might or not receive them and I'll have only the freedom to choose between options offered by the company, not real freedom.