Just wondering if anyone had their annual compensation review and how the base salary increase compared to last year? I got same percentage with less bonus resulting in less overall total comp this year. Seems like neither inflation nor retention effort were reflected.
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They WANT you to leave don't you get it. The more that leave on their own the less blood they have to let.
be careful with blind, don’t trust them with any of your personal info. they are known for leaks.
look at levels.fyi for comparative salary data. And share yours (anonymously of course)!
@3jwy+1fs1aMB3, can you provide a link to the blind post and poll?
Looks like a lot of folks have received around 5-7% as well. Check the blind post on the same. Poll percentage shows high.
@1gzv+1fs1aMB3 it was 2.6% average. The formatting on this site made it look weird. If you received anything over that 2.6% you were likely targeted for retention.
To the other poster on RSUs for low level engineers. That typically doesn’t happen unless you are a rising high performer that is out performing people above their level.
@2gju+1fs1aMB3 The 2.6% post is being downvoted because people are reading it as 6%, which we know is not gonna happen. Not even sure myself if that person meant 2.6% or 6% because of the space.
From what I know, RSUs are given when you had a good year but there isn't enough in budget for a really good raise, so they promise you future stock instead.
That means if things were fair everyone would get many RSUs this year after the terrible raises, but we know that probably won't happen because the new owners won't be agreeing to that.
Can anyone who downvoted 2.6% as the average raise elaborate on why? Also, how do you get RSU's? I never got any. I asked my manager about it once and he said he was not familiar with that option.
How many rsus would an annual grant of rsus normally be for a lower level engineer?
@1fxp+1fs1aMB3 did you mean 2.6% or 6%?
Joining answers for 2 different posts above:
The small bonus is an anomaly, never had that before, but frankly it feels tokenistic
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Looking that we are getting about 69% total for VCIP. TOTAL. For the company portion
38% out of 100%. Assuming you got 100% for individual performance, it comes to 69% total.
The small bonus should be about 10% of pay, and added to the 69% for VCIP is "almost" 80%, so that is what was promised during the last GEM. Confusing as heck but at least they gave what they said.
Ignoring VCIP as a bad year, a 2.5% raise is still a 5% pay cut for everyone in the US when compared to 2022 inflation. And that effects your future pay forever.
Waiting till April 1 to award RSUs seems like a trick to keep people from leaving for another 30 days when they realize that they just had a pay cut.
RSUs would have come out at the same time but Donna mentioned on the last GEM they are under review with Vista/Elliot and that it would delay that process a month. If they allow any RSU grants it would come out end of march for an April 1st grant date.
Had mine today. 2.5% plus a small cash bonus. Taking inflation into consideration, I'm worse off this coming year. The small bonus is an anomaly, never had that before, but frankly it feels tokenistic. No RSU's. If we were going to get RSUs would they be given out now? Or is that a separate thing?
Looking that we are getting about 69% total for VCIP. TOTAL. For the company portion its 38% out of 100%. Assuming you got 100% for individual performance, it comes to 69% total. That's a massive cut on the compensation. I have to think this is an strategic move from ELT to make people leave, because saving the company 10 million to loose talent and getting people pi---d is just a stupid move. And the annual raises are around 2-2.5 across the board.
- 6% was the average raise this year. Some got less.
Success sharing plan is basically no bonus at all.
I got word from some coworkers in success sharing, ~2% for them seems to be about the norm. No inflation taken into consideration, certainly no retention efforts.