It's an excellent product. Expertise in the following areas: Product Marketing Consistently created groundbreaking, customer-focused value . In my own experience, even after being a great developer for 2+ years, with straight 4.0 scores at that time, and despite having Dev Manager roles before Microsoft, I would be turned down on informationals for Dev Lead positions with the simple question: Have you been a Dev Lead at Microsoft? So I guess I know what it takes go get to level 63. Understand not just what needs to happen, but WHY. Never "threaten" to leave or waive external offers in my face unless you're fully prepared to be escorted out of the building that minute. Worked my ass off and finally get recognized as Snr contributor. Your own work is part of the goal. Oldest and (still) best advice I've gotten is move around a lot; no two teams' cultures or needs are the same, so you have something to offer wherever you look. Happy hunting. There may be multiple reasons for pay differences - one of which is a small number of salaries submitted per job. Are you ok with what you hear? L63 guys are supposed to influence their entire skip level org. Dina Dublon 1,2 Former Chief Financial Officer, JPMorgan Chase. If it isn't, well don't waste everyone's time building the wrong thing.When you think of it this way, you'll anticipate what your manager needs, you'll anticipate what your skip-level needs, and you'll be doing what they need even before they know they need it. All these comments apply generally to any matured company and life in general. Related Searches:All Senior Director Salaries|All Microsoft Salaries. I came in at L61 2+ years ago. Most organizations will do promo/slate through a consensus/stack rank process. Reading all this makes me so happy I don't work at MS anymore. You first have to be truthful with what direction you're going in and where you actually are trying to head. because I have never seen the above formula fail with me in many years or people I know (a sample set of hundreds of person-years), I would agree, right now, level is deflated, 64, and 65 are real barriers, and salary level expand as well. and They know that if the team does well, they will do fine.5. Of course I ensure my manager and skip-level are aware of my contribution as a mentor, but I figure that as long as I'm in front of the wave, the best way for me to advance is to move the wave forward. I've been hearing some stealth layoffs around the SQL and BOSG groups, around 70+ people were given 6(?) It may be that the policy is to do transparent leveling but it's no one's job to go through and make sure they're up to date. Here are some things from my perspective.1. Thus promotions are easy to L62 - if you don't make 62 quickly, there is something wrong. Losing focus of your target next career level will leave you with nothing but regret and wasted time, sometimes years. Being constantly re-orged is bad. Or - are they going to take the easy path and sack people in Europe and Asia? Here are the key facts about senior director resumes to help you get the job: The average senior director resume is 776 words long The average senior director resume is 1.7 pages long based on 450 words per page. The current distribution is simply pathetic.. It's a question your boss gets asked so it's not a surprise to them. He said this year he could only make strategic promotions, which sounded like promotions of people above 65. Skilled in Surfer 8, MS Project, Primavera, Microsoft Excel, Analytical Skills, Customer Service, Customer Success Management, Vendor Management and Sales. Benefits can add thousands of dollars to your offer. Most are management types whose only skill is sucking up. You havent seen nothing yet. There's a reason why they had the kind of brand loyalty that Microsoft can only dream of.Success in business comes from serving your customers, not about beating your competition. Will there be budget? I have only required two strategies. How many has Live hired this year and OneCare gets cut? Maybe you are ready, but you and your manager can plan what would be the assignment that would show that you're ready. These are sole individual personal points-of-view and the posts and comments by the participants in no way represent the official point-of-view of Microsoft or any other organization. If youve been at Level 62 longer than about 3 years MS may not be the best fit for you and you should probably be considering other options.kc. You don't get your money by snatching it out of Google or Apple's hands, you get it by convincing your customers to hand it to you.Do you want to know why Vista is such an unmitigated disaster? Ask any old mainframer what it was like to be an IBM customer back in the day. I was probably at risk of topping out at level 62 or 63 at one point but worked hard to change my brand and good things happened as a result. It's not easy. It's a knife fight to 63. Microsoft senior leadership team under Satya Nadella Tech Here are the most important execs at Microsoft under Satya Nadella Jordan Novet @jordannovet Key Points Microsoft's executive team. Then they start pinging the manager on why and putting pressure on them to do something, move them up or out. And how do you represent yourself as a leader and influencer when you are in a room with 6 other people vying for the exact same thing? I think it's important to be very up-front andto use a clichetransparents with your manager regarding your next steps and prospects for promotion. The reason why they were 65's are:1. Might as well fire those guys. So here's my 2 cents:Read this now and have a game plan for your 1:1s to tee up a deeper discussion at MYCD. Mine is inside sales Azure. You forgot "never ask for a promotion".Forgive my cluelessness, but: Why not?MSS. Those teams I used to despise as a L60, and only tolerate as a 63? It varies greatly from manager to skip.The hardest point for me to bear is that I am young, capable of doing so much more, and absolutely dying to do more. When your manager finally ask you to do X, you'll be nodding your head and saying, "yeah, totally, and here's my progress on X." The level of scrutiny by my management chain creasedup to the point where leader of our group4 levels above me in the management chain had to approve the promotion. Key member of the senior management team contributing to the formulation of the company's future direction and supporting tactical initiatives Drive the annual budget process, monthly. Senior->principal->partner are the level bands, 63/64->65/66/67, 68/69/70. All of us have been asked to move to India by our parent company. So I cultivate relationships with my manager's peers; their support helps tremendously. This is where I agree with Mini regarding taking MSFT back to the good ol' lean, mean, and efficient company we enjoyed. First, self criticism to identify weaknesses. Show me you can do this and want to learn more and you'll be on my radar as a possibility.6. -- Business Transformation Executive with demonstrated experience in managing and implementing large transformation programs through all levels of the organization in order to build growth, grab new market opportunities or reduce costs.<br><br>- Building on Solid experience in Functional roles (Sales, Marketing, Delivery Operations) to drive those programs <br>- Sales Oriented Business . By doing this they are short circuiting the feedback loop and thereby preventing themselves from improving. Judson Althoff. Sometimes i laugh when i read the armchair CEO's on this thread - there is a lot of criticism of Steve, but 99% of our brains would absolutely pop if we had to confront the complexity of decisions he makes in one day. (Senior Project Manager), with 63 (Senior Project Manager) level earning average salary of $247k along with $38k worth of stock options. Its a natural consequence of the learning curve. Excuses and griping and bemoaning aren't the stuff that L63 contributors are made of. This is the multiplier effect, or scope of influence that is often mentioned. You must emphasize the goal of understanding how to improve, not just tagging a higher paycheck. Years ago we had a dev on my team who was very high IQ and very driven, but was driving his lead nuts. Jobs are leveled, not people - make sure the job you have includes the scope needed for the level you want. The money losing groups hires. The good thing in most teams here is that if you persist, you will get there. Please help. Its UI is fundamentally incoherent, showing probably the worst case of design-by-committee since the control room at Three Mile Island. I'm sure others here will clarify.And apparently we will all know more in January. "Sad but true. L66 would be Principal or Sr Director. If you're not an Absolutely! Unless you know for sure that your boss's answer is an immediate "Absolutely!" If youre not displaying them at the current level why would your manager expect that youll suddenly start to display them at the next level?2. Promotion budgets of 65 and above has been kept intact.Promotion and raise budgets are going to be quite tight everywhere, not just at MS. My work affected hundreds of developers in our org. A Principal-level employee at Microsoft is someone who drives strategic efforts in their area of expertise. At L63 in particular you break out of the pack with expertise in the "how" you accomplish things. If you find a boss who likes the kind of work you can do, follow him/her wherever they go. Senior Director Global Supply Chain Management transformation Supply Chain Operations SA Juli 2022-Heute9 Monate Lausanne Metropolitan Area Principal Consultant for an international. I would get vague directives like you need to be the thought leader or you need to improve your system knowledge. Many folks lurk longer in the 60-62 range because they are not challenged enough to move to the next level. You broke the trust cycle so don't expect anything else. Revise if needed. I agree with some comments that level make no difference. Or you wait until you get escorted out.I dont know what the final outcome of my situation will be but I expect in the end, I will think it was for the better.Good luck to all in your Microsoft careers, but pay attention to the levels, CSPs and how stack rankings work. Anyone moved from Office to some other part of company? Staff Software Engineer, Google Cloud Platforms, Senior Staff Software Engineer, Infrastructure, Principal Engineer, Developer Platform Systems, Senior Software Engineer, Mobile (Android), AR. Over 20 years of experience in professional services including, architecture, corporate real estate, and integrated facility management, operating at a global and regional level. That means, know what people think about you and what they don't. How do you get the right job/work that will make the impact. Here is a nice place to start :-)http://guestgame.com/. How do you ensure there is no conflict of interest. These posts are provided "as-is" with no warranties and confer no rights. Ive seen many people who didnt quite fit at MS go off and be very successful at other companies, starting their own biz, changing careers, by finding a better fit for themselves. Otherwise, you start getting limited reviews and your compensation goes down.Obviously there was no advice in this post, but I thought it was an interesting observation, and perhaps the company can learn something from this viewpoint. Mini-Microsoft, Mini-Microsoft, lean-and-mean! This number represents the median, which is the midpoint of the ranges from our proprietary Total Pay Estimate model and based on salaries collected from our users. However, I think this is the first point where we see a non-trivial number of folks plateau. Executive Vice President and Chief Marketing Officer. Make them successful at their job. Duuuude, your boss is the way to your promotion. I've been a 62 for too long by Microsoft standards. If I was 65/66 material, why did they wait until I gave notice to offer me the promotion? >Apple's about to ship Snow Leopard with no new features. While a manager can help coach you, and you can follow the advice in this post and comments (most of which are great, by the way), you have no way of knowing if there are 0 or 10 people also on the team doing the same things, ahead of you for the limited number of promotions available. clinical research associate entry level jobs near me; new laws for first time violent offenders in louisiana. Whether your manager is hardcore or touchy-feely, you need a bulldog to promote you or you ain't goin' nowhere. They are trying to get attention from upper levels more harder then you. If you want the longest Microsoft career possible, why advance any faster than you have to. Don't be afraid to talk to your skip level manager regularly in such a situation, not to get promoted but because he can better help you grow.4. Only one can emerge, and not everyone can be a senior simultaneously. Director can be applied to L65 or L66. Look closely, and you'll probably find that this person is working symbiotically with someone else who masters those skills while lacking others.YES, there are people who've been promoted because they've simply "been there" for a long time. below 63 one has low influence and above 64, it is more strategizing and less execution.Overall, my experience has been that promotion is the effect of results and good work. also work is good only when it leads to results that typically means team's success. In short there are lot many ways to influence others and infect the best ones are not being a manager :). How do you get the right job/work that will make the impact. In my group that's the really tough one. I'm now off the meds, not seeing the psychiatrist, and living happily.Working at MS was both the best time in my life and the worst time. Why are we doing x and not y? Your lead. Answer to second question is never ever explicitly try to make yourself known to hierarchy above your manager. If it doesn't, what could you add to make that work? This employer has claimed their Employer Profile and is engaged in the Glassdoor community. All the money making groups cut 10% of the work force. Chairman of the Board, Microsoft Corporation. 3. And when the time comes, putting you up for a promotion to L63 is the first time your boss will be challenged by your skip-level and by your Aunt and Uncles (your boss's peers) about one of your promotions. Keep my word. "haven't seen nothing yet" is a fairly common construction. And, ironically, some titles make your manager automatically have to adjust your level after a certain time, in order to comply with certainly HR guidelines.- Buy your principal a coffee, hear everything, and dont follow everything. my recommendation is you take the offer if you've gone this far. And we have the budget for it. So if you want a promotion and don't get it: drop everything you are doing now and start working on your promotion, i.e. right?). Risk and return are related. I came in at 58 (9) and having been through a) I wish I had gone through b). You dont have the same experience or abilities to perform in a core STB senior level role. I have to agree with a few that have posted already. take the time to find a mentor that is a great fit for you and the issue you're working on. senior director can be L66 or L67. Benefits can add thousands of dollars to your offer. And do you anticipate what happened when I made the next move to Dev Manager position? And if you have a manager who thinks that way, then your manager is a doofus who will never help anyone succeed. Great Post! There is always a manager who understands the underleveling of Office and old-Windows (hello Sinofsky - promos for all who stuck around regardless of merit!) There's a need to ooze authority in a way that is comforting to the person above you responsible for your career. If you have a good manager he/she will ensure the relevant peers know all about it. Folks, Im really encouraged by this post and the focus on trying to help make others great. Seems like "director" in Microsoft is not really a level like it is in google or fb (not sure what it means). The true professional with loads of potential is left to Sulk. Because when it comes time to roll people out of the team (as teams do from time to time) this "No, never" a marker that is used to help figure out who - at I and II CSP levels - is either on-track or out. Don't do this point blank and for no apparent reason, but your manager has to be aware that at all times you're working towards your next promo, be aware of your results, be aware of the things you need to do to get there, and make YOU and HIS MANAGER aware of those things. Technical excellence alone will not generate success.Authority. A) What is the market facing title for L66 and above levels at Microsoft?B) What is the equivalent at Microsoft of Amazon L7?C) Rank the below titles at Microsoft in decreasing order of seniority: e.gPrincipal > Senior Director > Director > Senior Manager > Partner, Go to company page Join the Levels.fyi community to chat with employees at Microsoft and other tech companies. When I finally figured out how to play well with others and was able to show some major cross-group gains in addition to my own leet prod dev skills, that's when I became a 63.63 to 64 was a bit of a slog -- I'd say more like a full-frontal assault on lazy management, actually :). It is my observation that the most common place we see disillusioned learners in the product groups at MS is at level 62. The Senior Director provides leadership, establishes operational objectives, policies, procedures and works plans and oversee the program to ensure maximum profitability through efficient service delivery, effective client management, and strategic allocation of resources. To change Microsoft so that it is small and efficient, and therefore more in line with your thinking?Are you changing your stance because you're leaving the 'hoi polloi' behind? 4. It's probably true that there's more to the story and that they actually have important skills that matter. But power plays are at work and I get smacked when I try and take on extra work.So my question to the more experienced is this - how does one get the attention of management when they are focused on their own problems, their favorite underlings (of which I am not one), and when there is not enough work to go around? Great post! an ex-manager used to tell me, if the org needs him to sweep the floor, he would ensure that he would be the best sweeper in the world (no offense to my janitor friends, just an expression). They had to be given outlandish levels so as to match their previous compensation. You should be on the same side. Weirder sh*t has happened before. If so I wish them good luck - as oppose to the US, these regions have laborlaws which makes it very hard for a company with Microsofts margin to lay people off. This way you have a more clear understanding of the seniority of that particular position and if you search for a group manager you will see the seniority distribution. When you take on the toughest problems that risk the product and make that problem go away, they are happy. Because, except on the rare occasion, Microsoft and your team isn't going to change. This is a problem, at least up to level 65. My manager told me a while ago that I was about to get one. Ability to solve problems independently is bad because if you don;t ask for help it reduces your visibility. I was always righteously indignant when I encountered asshats and incompetence and I would rail against the losers to anyone who would listen, and then I would do whatever it took to drive my agenda through to completion.I focused 100% on producing vast quantities of superior quality work -- which endeared me to my management chain and opened up a crap-ton of doors at those early levels. Perhaps someone can explain to me how you get successfully promoted without your boss's support. Great post Mini. (this is never a bad idea anyway) Then, if you are doing as good a job as he, he will want you as a peer in level, if not, then he can help you grow. I suspect they'll make it someone's job to fix it, because it is widely held as a good idea in the company right now. The average salary for a Senior Director is $170,707 per year in United States, which is 65% lower than the average Microsoft salary of $500,742 per year for this job. I influenced the features, I lended my expertise on them, and I learned about the customer - all this way before the spec'ing phase. Is it easier to level up in smaller groups (v1 product)? .css-1uhsr4o{margin-right:8px;}Get Paid, Not Played. Email@ elliereinker@gmail.com | Call@ 330-554-0249. the higher you go, the bigger deal this is - at least to where i have gotten.Finally, not everybody will be good in every role. Why cannot we have our address title reflect our level as everybody else in the company?Maybe because you are so overleveled (maybe not you personally, but MSN as whole), your bosses doesn't want rest of the company to make ruckus about that injustice (I have seen people moving from SDE II in Windows to MSN and getting promotion-on-transfer to SENIOR SDE, and they were not even hard-core devs). Finally, take heart and dont become too discouraged if this is taking a little longer than it seems like it should. I take some of the blame for not managing my career more directly, but no one should be offered a promotion when they leave--if they are valuable, let them know before hand! You are employed by Microsoft's shareholders. You might be too smart or have ideas that come from somewhere outside of Redmond which makes you very dangerous and not Microsoft material. right? RIF in the SQL team? By contrast, most directors don't have their own budgets, but need approvals from their VP to do just about anything. Kathleen Hogan. Thanks for keeping this focused. * Sell yourself: I know it sounds odd and contradictory. That's the wall you need to talk about, but the discussion would be very different than the L63 bump.And after 5+ years at L64, I finally just left. Keep your mouth shut most of the time (i.e. Tech savvy yet entrepreneurship minded hence able to see things from . An Australian graduate with over 23 years of experience in the IT industry covering various business natures and sizes across startups and large corporations taking on roles from full-stack development in both open source and Microsoft technology stack to architecture design and strategic roles such as Technical Director/CTO. Experienced Digital Transformation & creative leader with a strong executive presence, experienced in creating value, building relationships & consensus across board-level client executives that . Know where you are in the stack and understand how you will rank higher next year.BTW, forgot to mention I was a manager for the second half of my career. The CSPs are a good attempt to define each level, but anyone who is looking at the CSPs and saying I do that, and that, , but Im not getting promoted is almost certainly missing the point. The estimated base pay is $243,438 per year. But more likely youre displaying the hallmark of a weak performer described in the article of the same name (http://www.sfgate.com/cgi-bin/article.cgi?file=/chronicle/archive/2000/01/18/MN73840.DTL). I'm interested in reading your perspective and what advice you'd give to someone new to the company looking at a career path similar to your own. Well, what about everyone else? It makes a difference in your relationship. At 63, he has to be the one who tells me what the next thing for the product should be. "http://www.poppendieck.com/pdfs/Compensation.pdfWorth a read, Lisa. Nowadays, having been there and moved up, I would highly prefer someone that already succeeded as a Lead at Microsoft than a star individual contributor. :). Promotion budgets of 65 and above has been kept intact.Can somebody from HR confirm this?If true then this post is quite untimely. I think that a lot of what you wrote was spot on, although the situation varies somewhat across the company. Contributed and exceeded in two roles - getting G-Star, then moved to another team with clear headroom and again, exceeded all commits and moved to L64. How do you ensure there is no conflict of interest. Learn everything I can about the technology (I'm a PM and don't have a CS background so I work extra hard at this and ask lots of questions.)2. I hope Mini returns from his vacation soon :(The Windows division has a large number of people that were promoted to "Senior" PM/Test/Dev in the past year. kc. Going from Level 62 to Level 63 is more about EQ than IQ. This is an opportunity to really do great work and innovate - learn to do your best work in the face of adversity and limited budgets and you will most likely to do well. Taking the easy escape out like that, you are more likely to get into the same situation at other companies. If only your manager knows you then it is unlikely (at least on paper) that you will move beyond L62. Take responsibility for defining the component in front of you -- is it really the right thing for the product/team? My biggest struggle has been getting good feedback on where I need to grow. Candidates should have a Ph.D. in Physics and a strong commitment to undergraduate education. So yes, Mini's list should get you to 63 anywhere. After that, I was given a team that was in trouble quality wise 6 months before shipping. During the start-up boom, I considered leaving. Lots of very true points. It's a struggle even to get a solid Level 59 promoted to 60 because of budget and under-levelling of devs in 60-61 range. I also agree with the requests to have a discussion related to 65+.Anyway, I have seen a very healthy discussion going on here, and most of the thoughts I wanted to share have been mentioned. Say B.In a perfect case, B will have 10 devs to transfer to A but when that happen B will be left with 5 testers and 2 PMs. How you perform in interview is going to matter on whether you get proper mapping or not. High energy, result oriented senior executive with 20yrs+ of comprehensive Sales, Marketing & Operations management experience in IT (Solutions & Services) in GCC region, with a record of. And a knife-fight for L65 (some other day). Thoughts? As long as that's the case, I doubt anything would change.The method that this is done is troubling also. Ah, dude, my boss is in the way of my promotion. Also, there's 2 ladder, management ladder and seniority ladder. jcr said >Apple's about to ship Snow Leopard with no new features.
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