#salary

I mention something, and I get the cold shoulder immediately. I just want to see if I'm being underpaid.

I left EM a little while ago to move to booming data center industry where they need capital projects people and pay better

Do some research and apply. Why not see?
Base Salary a little lower than EM but more than made up with near term cash and stock

Example. CL27/28 with 15 years experience can get you this
Base: 250k
Annual cash bonus: 20%
Stocks: $800k-$1.2M spread over next 4 years. No ridiculous 3 and 7 year waiting to get couple hundred XOM shares.
Basically $500-600k+ per year
And even know some CL 28/29 folks that are looking and can get closer to $800k all-in.

Or you can stick around and work with disrespectful people like Dan W or Carman M!
Good luck!

If I worked there I'd be angry at how many top admins make twice the salary of similar admins at other regional colleges. No way should they be doing layoffs of lower paid staff when they have 8 people making $200K-300K at a college of only 1600 students.

https://www.foxbusiness.com/economy/top-ceos-brace-downturn-warn-us-economy-worsen-in-next-6-months#:~:text=Only%2015%25%20of%20CEOs%20say,felt%20that%20way%20last%20quarter.

Not shocking however predictions show more layoffs across the economy and that is really not good for anyone regardless. Salaries likely not going up much either.

Can anyone explain to me the actual process and math used for benchmarking of compensation for employees and executives?

Heard that it’s going away and that an email is going out next month with detail. Anyone hear anything else?

I have been thinking about why pay is so broken both in our industry and at DXC, and I keep coming back to two issues. First, companies treat hiring as a cost to be minimized rather than an investment in talent. Second, nobody knows what anyone else is actually making, so we are all just guessing at what fair pay looks like.

How is this possible?

Asking for a friend.

How much are they making hourly?

Oh well, two previous managers said the same then happened a reorg, then the next manager said the same, then another reorg, now the new manager says the same. No Focal for a 6 years in a row.

I have an offer thats paying 20k less and its in person. considering taking it for sanity. someone talk me out of it. all things considered, I can afford the salary hit with relatively little changes other than amount saved.

Do you know that an average German employee has to work around 360 years only to make an equivalent of what Christian Klein gets as a bonus in a year?

Shocking, isn’t it?

But not really.

In most companies, executive bonuses are a fraction of their salary unless they have a very good year. At SAP, executive bonuses are several times their salaries even with drastic drops in the share price and losing shareholder confidence.

Such high bonuses are made possible because of a supervisory board that prefers to give more money to the board and group executives over actually giving more value to shareholders. Since CK joined the board, there has been a tremendous push to increase executive bonuses and reduce employee bonuses.

There was a proposal to pay executive bonuses in RSUs so their remuneration is based on their performance. But it was shot down by them.

Sales have been trying to get more European government contracts but we’re losing them instead because CK is forcing governments to use Palantir and American cloud companies and they don’t want that.

Product and Engineering has been trying to bring all SAP products together to create a seamless end user experience. But they’re asked to stop and instead put customer data in a memory which is accessible to chatbots from American companies in the name of AI.

Engineers have been learning new skills to be better at their work but they are told that being an expert is no good and the only way to grow is by getting on a management track.

Customers are asking for important features in core SAP products and they are told that they should focus on AI slop instead because it’ll be easier for them to lay off their own employees with the help of SAP.

Employees are just asking for fair salary increases and basic human respect. But executives are treating them as dental plaque that needs to be removed with each cleaning. And executives are doubling down to keep them in fear of losing their livelihoods because it’s fun for them.

Shareholders are asking for SAP to have a decent realistic product roadmap and sustainable growth. But instead, they are getting more bull excr-ment called autonomous enterprise which is just frankly bad marketing. And they’re being blamed for not being open to innovation when the share price falls.

We’ve truly reached an interesting age of capitalism where a handful of people who have many times the wealth necessary for a lifetime are exploiting hard working people so they can amass even more wealth.

Their biggest enablers are the supervisory board and group executives and CK fanboys. Stop supporting these freaks.

What can we do to stop this transfer of wealth from shareholders to the pockets of these executives?

I'm job hunting right now and what I'm finding is that some roles pay well but have mediocre titles while others have great titles but the salary is significantly lower. I wonder what matters more to the people here. The actual money in your pocket, or the title on your LinkedIn? Not that I'm getting any offers yet, but I'm just curious.

Kyndryl has reported salary delays across several countries, citing 'technical issues' as the cause.
However, this appears to be a smokescreen for a liquidity crunch. While employees face financial uncertainty, the company recently spent $304 million on stock buybacks to artificially inflate share prices, effectively prioritizing shareholders over the very people who sustain the business.

H1B and other immigrant hiring salaries are to be revised again and proposal to stop spouse work visa's( H4 visa holders) are in progress. This might give some relief to economy in tough market conditions.

When H1b visa cost more chances are more for employers to hire US students, Citizens and Nationals.

STOP Hiring Foreign Nationals for SMALL Chunks/Chores and Support only High Talented Hires.

If you wish to support this, please comment on the website:
https://www.regulations.gov/document/ETA-2026-0001-0001

I have a lot of bad things to say about Dell, but pay is not one of them. What's the biggest jump you've ever gotten?

Curious..
What was your grade, salary, share amounts?

Hi All,
Some great people are here, and I am looking for your advice on how to negotiate salary and benefits. from North america in prov offer process.
What GC band do specialists get hired on?
What salary base for that GC band?

Anyone know what the top out pay for this position is? Or how to tell what your top out pay is?

Key Salary Information:

National CWA President: Approximately $244,771–$260,618 in total compensation.Sector/Division Presidents: Roughly $191,137.

Associate benefits:

2% raises / medical cap / no eisp

Does anyone know or can explain their full annual compensation?

Salary and benefits are likely the biggest drivers of these cuts, people talk tech and AI but I am not sure if these are primary drivers... Anyway we (and others) may use opaque AI tools to hit cost-cutting targets, which can overlook performance, tenure, and so needed knowledge. High earners (even strong managers) can be cut simply because they just cost more.

Not sure how much we can change here but we can be ready. Polish your resume and stay alert. Leadership answers to shareholders not us, and layoffs are often the fastest way to cut costs when stock performance drops...

I know most of you are already aware, so I am preaching to the choir.

Fayette County Public Schools Superintendent Dr. Demetrus Liggins announced a 10% pay cut. This reduction comes amidst the district's significant financial challenges. Inaccuracies in accounting practices dating back to 2008 were recently discovered. The district's fund balance is lower than previously believed. FCPS will also implement personnel reductions and reduce work calendars.

Lexington, Kentucky

https://www.wkyt.com/2026/05/01/fcps-superintendent-announces-he-will-take-pay-cut-amid-district-layoffs-reductions/

Based on the leaked salary-per-band range (leaked around 2023, then again later), for people senior enough to have spent decades at Microsoft the annual salary is well over 200,000 per year.

http://techrights.org/n/2026/05/01/Microsoft_Buyout_Offer_is_Less_Than_One_Year_s_Salary.shtml

For anyone receiving severance and has seen you paystub. Is it being reported as salary continuation connected to specific date range each two weeks or no specific dates shown on your paystubs.

Sure, AI has it's place, but it's not a solution for everything. Employees are raising real, valid concerns: rising costs, the need for more flexible work arrangements, job security, and clarity around salaries and bonuses. Redirecting those concerns to AI is just proving, yet again, employee input isn't being heard or valued.

Anyone from the previous round willing to share their age and salary grade? Curious if the same age groups or grades are being targeted in the cuts rumored for today.

So, I have confirmed it with multiple colleagues. Apparently in the last few weeks some of them indeed received salary raises, surprisingly nice ones. If you still haven't received, that means you have been skipped. What is weird - these raises do not follow any pattern, some best performers were skipped, some people who do not have "friends" in management granted, tenure also didn't matter. Seems almost random. I have no clue what this company is doing and it seems they also don't know it...

Does anyone know how much Houston P66 traders get paid for total comp of base and trader bonus?

it seems like the general consensus is that the teammates let go were great but expensive contributors.

anyone know how much principal or lead makes at nike? I don’t know why they wouldn’t keep their best talent to manage the tech with ai and let go of the bloated other ic

SE II- 140k - phk

What level do you need reach at SAS to get to $400K annual total comp?

vs salary and comp?

anyone know?

Question for those late in their career. I expected my biggest raises to be early and at some point to max out and then just keep up with inflation. Has this been your experience? What age did you max out? Have your raises kept up with inflation or are you making less each year when considering inflation as you approach retirement age?

I'd like to determine if I'm being underpaid, but I've been hitting a wall when I try to bring up the subject of pay.

it used to be in December but the company skipped last year and heard they moved it to this coming May but i haven't seen any email regarding promotions and salary raise. does anyone know?

I am trying to decide if I should resign or stay. If anyone can provide insight into salary range for CL 28 and 29 that would really help me out.

Will he do better than DF did at Ford?

“General Motors Co. wooed new executive Sterling Anderson with a $40 million hiring package to leave his Silicon Valley autonomous vehicle startup and join the Detroit automaker in 2025, according to a financial disclosure filed Monday.

Anderson received $16 million in 2025 as the company's executive vice president, global product and chief product officer, according to a U.S. Securities and Exchange Commission filing. The rest of the $24 million will be paid out this year and next.”

...ain't nothing "VP"about the salary. How has this company not yet updated salary bands?

It's not 2008 anymore.

What should i expect with 10 yrs of experience. Joining from another major. Worth the risk? Whst is the future of reservoir eng here. Honest guidance only please