Think of the guy in the other company, the guy who is building something that competes with you, with your team. My rent contract was renewed in September and I have to find another person or risk loosing a 1000 bucks, Mini,Asshole managers aren't unknown at Apple, but when they appear, it doesn't take long before the rest of the organization figures them out and isolates them. Greg Armand - Sales Director Canadian OEM and Strategic - LinkedIn Continuously revisit those and discuss with your manager. "You might be too smart or have ideas that come from somewhere outside of Redmond which makes you very dangerous and not Microsoft material. I say this because I have seen really smart people shunned because of 'house-on-fire' attitudes even when they were dead right. Or at least, more transparent feedback was communicated so you had a real idea of where your career was heading. Its performance is compromised by your pandering to the RIAA and MPAA. Amy Hood. When you see a bozo who is L65 it is highly likely that he had joined MS recently at L64-L65 directly.Here's biggest difference in expectations between levels: The L62 guys are supposed to be able to lead their feature and perhaps influence couple of related features by spreading their best practices. Unless you know for sure that your boss's answer is an immediate "Absolutely!" The job level for Technical Fellow starts at 80 and goes beyond. I don't yet have any insight into what it might take to become a Partner, so I won't comment on that. Mini, as good as your writeup is, there is too much emphasis on this level promo business in MS, and I have seen my fair share of people that have been burnt by it. I started at 59 and just got promoted to 63 a couple months ago. The person who puts you up for promotion and has promotion conversations with your skip level. Some of them don't have a very good idea of what a Level 65 does since they have not had much experience with those promotions. If it is, awesome -- go do it, drive it to completion. If youve capped out at Level 62 then MS is probably not a great fit for you. My biggest struggle has been getting good feedback on where I need to grow. If you are working at Microsoft, plan well to climb up the job ladder. When it comes to where you actually rank and what you get paid that part is all that matters. Should I trust my manager or is this just one more of his demonstrations of poor management skills? Ultimately, I decided to leave the company. Levels are a bit easier to achieve in MCS. Or - are they going to take the easy path and sack people in Europe and Asia? For technical and management track, the job level start from 57 and continues till 80. but I have to disagree with this statement.While it is true that it is difficult for managers to say what *exactly* an employee should do to get to the next level, it *should not* be impossible to list what experiences/qualities/results will qualify him to be a *strong* candidate for promotion to the next level.And this should not be that difficult - it is just a matter of syncing up with the peer leads, and dev manager, and discussing what their perception of an L63 is vs l62. on this one. Find out if you have a positive trajectory in the stack ranking. They are the exception that you shouldn't wind yourself up about.And I don't want to focus on them anymore in this comment stream because it's not helpful. The technical and management ladder in Microsoft is highly competitive and is highly regarded in the Industry. > What if you and your manager are at the same level L62. But coming back is a HUGE IF, since I can't see ever going back the that cesspool of stupid. In general, people are not leveled, jobs are. An accomplished and proven Director / Tech & Business Principal / Programme Manager / Business Partner / Service Delivery Manager with a wide-ranging skillset, experienced in leading teams to success. I saw several far more technically skilled people in the group who deserved this that were passed over. He himself is principal for quite sometime. Thanks for starting this. I came from .NET (no longer there), and there were plenty of Senior IC PMs and Devs.Are you in Test, Marketing or Documentation? That clarity may not always result in a promotion on the exact timeline you envision but if you're honest with yourself and have a good manager it really helps.I'm a 13 year Microsoft employee who lived through the bad old days of crappy managers. -- 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 . similar to maybe how EY says senior manager is Director (pwc, kpmg) equivalent. Heck, we would be lucky if many can do even that well. Very few jobs are leveled across more than 2 levels but most jobs could be more than on level (depending on the candidate something could be a 61 or 62).To take on more you need to be doing two things:1. The second was threat (I have a serious offer outside the company that I am taking). 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? Can we talk about the recent hiring of a new OSG head, as well as ideas on how to fix online? I made it to L63 in a year (I was probably under leveled when I arrived). Dina Dublon 1,2 Former Chief Financial Officer, JPMorgan Chase. I was let go from Microsoft recently. (Not). SQL is one of the groups that has consistently delivered quality and growth. Ugh, not good, not good at all.>Finance is cutting 10% of work force. Some are exceptional at one, and passable at others. I am a [sic] HR manager. But anyway, EOF for that angle. And I appreciate you screening out the non-productive whining posts. If you don't have a manager like that or the manager cannot/will not set clear commits/accountabilities - when the freeze lifts, time for you to look at new areas where you can bring something to the table. The reason: there are a number of factors of success that are common at all levels (see #6 and #7 below). Thank you for reviewing my profile. But good leadership at the top can make visibility a positive thing for the person getting it and for the org who sees the person getting it. You will not know the difference.Steve Steve Steve given the state of the company, are you sure you don't have anything else more urgent to do? Wow. I will mis-direct and confuse you with hearsay. Same here. What do you do when your manager is an absolute b***h, a disgrace in meetings with other teams and an embarrassment on her good days? Being constantly re-orged is bad. We definitely need a new thread, things are starting to happen indeed.Our 120+ person org has just been broken up due to lack of budget. Why? .css-1uhsr4o{margin-right:8px;}Get Paid, Not Played. Know when your market worth changes with our verified salaries newsletter, See exactly how much your competitors pay. That's awesome. Because, except on the rare occasion, Microsoft and your team isn't going to change. I came in at 58 (9) and having been through a) I wish I had gone through b). Here are some things from my perspective.1. I've also worked for great managers, and worked with great people on my team. Keep your mouth shut most of the time (i.e. I can vouch for the efficacy of this mantra.MS definitely does a good enough job on career progression and offering diverse options. My experience is a constant melee of *every* single person trying to influence cross-group. These two lines really serve to summarize the incoherent blithering that was jcr's post.Whoa, really? Chong Eu Ong - Senior Information Technology Manager - LinkedIn This is hard for your manager -- he probably doesn't have a clear idea of what it will take to make the case. I've been at Microsoft six years.I've never spent one second honestly thinking about my career or how to get a promotion or anything like that. Up until L63, you can pretty continue to be promoted based on raw talent to get things done smartly and efficiently. Don't waste it. It would be the pinnacle of dumbness. The key thing is finding the right team and manager, along with the comments you made. Your level is essentially recognition of your circle of influence or radius of your contribution. How bad is this? Of course not. Kiran R, Ph.D. - Partner GM, DSaaS (Data Sciences-as-a - LinkedIn Yet, when you have 2 or 3 offers at the end of very hard interview loops, which one are you going to choose: the team that listens to HR or the team that listens to the market? Calibrations are like a brick wall, even in regard to comments made about you. (Summarized: Don't ever let your boss be frightened that you'll make him/her look bad. As long as that's the case, I doubt anything would change.The method that this is done is troubling also. I am going through some finanical hardships and is getting the level changed is the only way for a salary increase? And a knife-fight for L65 (some other day). They are 100% star material. Senior-level Marketing Executive with experience in the consumer and B2B industry. My first year I thought for sure I would sit at L61 for another year, but to my surprise I was promoted to L62 without even a full FY under my belt. Who da'Punk Feedback is not detailed or actionable. My work affected hundreds of developers in our org. Embrace whatever people are saying are your flaws. When it comes to where you actually rank and what you get paid that part is all that matters. I think getting promoted elsewhere is not as tough as getting promoted in CTS-GTSC. Your lead. I guess they are fallible humans too. It's usually too late at that point. The larger the team I work on the more I am bombarded with meetings and brown bags so someone can attempt to become the expert on design patterns, code coverage, or feature X. Is there any way to get to 63 w/o leaving and coming back? >Apple's about to ship Snow Leopard with no new features. The Making of an Expert: in the great Harvard Biz Review article of this title the author debunks the myth that experts are born, rather than made. They just plain resonate. 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. Satya Nadella. I'd like to see a transition plan from you in 2 days". So honestly, what is your boss's answer about if you'll reach L63? abbott diabetes care customer service; sasha obama playing drums; silverstone woodlands camping tips; dagannoth mother osrs; how do i check my reader digest subscription; martin moreno leaves fluffy; abc12 obituaries flint, michigan . Does anyone know what the typical salary increase, measured in percentage, is for going from 62 to 63? Impossible. HTH. However good your manager is, she or he is still a human with insecurities and ego. You may not need them to get from 59->60, but if you're good at them, it'll make your rise much quicker. then do you know what more you need to do? Do you think I can find a way to do almost as well and stay here, in this job I enjoy?" Somebody help me out here. Perhaps someone can explain to me how you get successfully promoted without your boss's support. As HR Director, Claire helps drive the outstanding business impact, cultural transformation, and growth of Microsoft in the UK. For example, see http://www.intropsych.com/ch07_cognition/learning_curve.html. But it's no guarantee that all your peers will match. Tech corporation VPs are execs in the have-own-budget sense, and are usually the first position on the ladder that has this kind of control. Many folks lurk longer in the 60-62 range because they are not challenged enough to move to the next level. You should NOT be looking to get more money to stay in a job you don't like. I made sure I was the fastest, most efficient, and best bug fixer. If the answer is regularly a 'yes', then this clearly is an indication that you are ready. 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. This is a discussion to foster debate and by no means an enactment of policy-violation. . If you're off-path, you can turn it around. Senior Account Executive | Director | Sales & Marketing. Levels are all about perception.I know devs who are underlevelled and devs who are over-levelled. Own your brand. "Well please don't just tease us and leave it there. It's probably true that there's more to the story and that they actually have important skills that matter. L62 is supposed is own the room of L60s, L65 own the room of L63s, and so on. As someone who left MS @ L63 - and supposedly tracking strongly to L64 - and who has seen a lot of questionable promos occur, I think it's fair to say that the rise to "Senior" follows a slighly skewed distribution curve in that in the largest bucket case, you can probably see that L63 was warranted.However, on either end of the distribution, by which I mean people who easily obtained it and people who seriously struggled to obtain it, there are some disturbing anomalies that are difficult to explain away.You might say, "I can live with the corner cases" and I would agree that optimizing for those isn't worthwhile.BUT! Excuses and griping and bemoaning aren't the stuff that L63 contributors are made of. L66 is Principal band. Ben Harris - Interim Director - BT Group | LinkedIn 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. The estimated total pay for a Senior Director at Microsoft is $500,742 per year. Sorry for going dark for so long. Salesmanship is extremely important. Next, advertise your new branching strategy in your peer groups. Director vs. Vice President: What's the Difference? | Indeed.com It's a question your boss gets asked so it's not a surprise to them. Our entire unit was let go but we were moved to different groups in the org. I thought changing groups would help me get promoted faster however all it did was make me resart from ground zero with each group. Is it easier to level up in smaller groups (v1 product)? i asked him if he knew the absolute most important thing for him to do to get promoted. If the answer for you is "No" and you don't like that, well, what are you going to do? Joined MCS at level 60 and was immediately told that L61 would be years away. IBM pulled themselves out of their decline by focusing on their customers. It was then that things ground to a halt. Oh, please. This is where I agree with Mini regarding taking MSFT back to the good ol' lean, mean, and efficient company we enjoyed. Aspects of an L63 Contributor: some random aspects that come to my mind beyond our CSPs: When I write all of this, I think back to an older piece by Joel Spolsky talking about Rosh Gadol contributors. Every spec coming to this team had my feedback in it. So dont try to be joker just to get attention.Now of course, this is all just the theory. 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? Mgmt, MSFT levels: CEO > VP > Partner(Director) > Principal > Sr. Eng > Eng 2 > Eng 1. You can wait 24 months to gain all the credibilty & visibilty & trust again that needs to intersect precisely with your new leaderships ability to argue you on the stack proficiently. senior director - $446k . I sat there at L64 for 5+ years. Senior->principal->partner are the level bands, 63/64->65/66/67, 68/69/70. There is a comment about reporting to someone who is the same level as you are. My promotion to 63 came not when I helped my group out of one of their many nightmares but when I helped an uncle. Could somebody please confirm or deny this. By then I had already already set up several clients as in independent consultant, so I declined to stay. So, for those of you who are in orgs where it's 'easy' to get to L63 or L64 - think about transferring out BEFORE you get too high a level and paint yourself into a corner. How senior is a 'director' at Microsoft? - Quora Bottom line: Dont be shy of asking for promotions during internal transfers. But it should definitely keep me up in the top of the class, and getting a nice review score + kudos + a job well done with results is a reward in itself (that I crave for more than the actual promotion).I have given this suggestion to Lisa, but I have not seen any action so far. So no time like the present to practice where you can. You want to be more efficient, smarter than him. This means there are 24 distinct job levels at Microsoft. This is so that they can convert those positions to other discipline.i've seen this happening to at least 2 teams so far. The estimated additional pay is $257,304 per year. Cathriona Hallahan - Independent Non-Executive Member - LinkedIn This past year I had what I thought was an outstanding year, was given a 20%, but not promoted to L63. If you want to succeed at Microsoft (or anywhere else where you have a boss), the most important thing you can do is figure out exactly what your management wants from you and then make sure you deliver it in spades.Junior people often make the mistake of thinking this means "I will do my job to the best of my ability" and then they go off and work really REALLY hard at things their management doesn't find nearly as important as they do and so come review time these folks are *shocked* to hear that all of their blood, sweat and tears did not make the impression they'd hoped. Then L64 took two years. Grammar nitpicking is fine when it's accurate. >Real HR managers from Microsoft would have just three [sic]s in a post of that length.I hope HR gets cut. Here are my thoughts on the Level 62 to Level 63 transition in the product groups: 1. Advice from anyone at Microsoft for 10+ years is great to hear, but hard to follow. You almost always have to earn it. Second, the perspective of a different team helps you generalize about best practices and what works and doesn't work. Executive Vice President and Chief Commercial Officer. It's a good time to flip back through that. 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. What an achievement! Without soft skills, you can't make 64 and certainly no chance at 65.I've seen many people transfer into MCS, level up, and then transfer out basically using it as a boost. Help make it more accurate by, Get started with your Free Employer Profile, average salary for a Senior Director is $170,707 per year in United States, The Ultimate Job Interview Preparation Guide. He won't answer your questions on what is going on or you get vague answers.All of this in most cases is probably directives from HR. You'd do well to read it again:Success in business comes from serving your customers, not about beating your competition. Its usually comes down to do it and be unhappy or leave. 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. This is the first year I have spent more than 2 years at a level (L61) and still not gotten a promotion. weeks to find another position within the company, otherwise they are laid off.Given 6 weeks to find a position now is a suicide (since most groups can't hire due to the freeze).