senior director microsoft level senior director microsoft level

After that, I was given a team that was in trouble quality wise 6 months before shipping. Their self criticism spurs them to improve. All of us have been asked to move to India by our parent company. I think your comments on level 63 were interesting. Why cannot we have our address title reflect our level as everybody else in the company?Not giving quite as snide a response as the previous posterAsk your management. Know Your Worth. Weirder sh*t has happened before. Microsoft Salary. At a intl sub level a 63 is two ic to the GM. "I wonder whyMicrosoft: Citi Cuts Ests, Target On PC Slowdown. Your level is essentially recognition of your circle of influence or radius of your contribution. Now it's up to me to do whatever it takes to make *them* great, even if it doesn't benefit my product directly. Nothing you do is good, all you get is criticism. Know what is going to make your product succeed, know what is going to make your team succeed, know what part of that you can achieve. I call B.S. Absolutely not Definitely yes 3 1 David Lean Worked at Microsoft (company) (1990-2009) Upvoted by Jack Schofield , Computer journalist who has covered Microsoft for 35 years. You should NOT be looking to get more money to stay in a job you don't like. Don't obsess over what is in front of you. May 2008: Gold Star. "Next, I believe this post will most likely be useful for those who entered MS as intern/college hires. Sort of like grading on a curve in school. For instance, software development engineers generally come in at Level 59,. * Sell yourself: I know it sounds odd and contradictory. Some related job titles areMarketing Director salaries with median pay of $163,348,Senior Consultant salaries with median pay of $123,519,Senior Product Manager salaries with median pay of $193,845,Managing Director salaries with median pay of $333,006. Feedback is not detailed or actionable. Given all that, the two things that are key to promotion are:1) Your relationship with your skip level manager. So, focusing on the customer instead of the competition is "incoherent blithering?" He is a very, very smart guy.For many people, what made them successful as a level 62 IC will kill them as a level 62 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. When I mastered the above -- and when I had partner teams widely viewed as difficult or bad partners coming to my GM and singing my praises as the go-to guy, *that* is when I became a Principal. It doesn't matter what you want - you aren't the one deciding when you get promoted. They want you to succeed, they want the team to succeed. Can we talk about the recent hiring of a new OSG head, as well as ideas on how to fix online? 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. Repeat. One question a manager will think about before promoting you is how many times he had to clean up after you pissed off someone else - especially if it's someone on another team. Related Searches:All Senior Director Salaries|All Microsoft Salaries. How long do people usually sit at L62 in MCS? Chairman of the Board, Microsoft Corporation. So I cultivate relationships with my manager's peers; their support helps tremendously. If that means doing something you don't want to do, you might need a different manager (or company). But if you can collaborate with others you can help accomplish much more than youll ever be able to accomplish individually. A mentor helps tremendously. Ask your VP, give the benefits on transparency from your perspective, and ask their opinion. Do you think I can find a way to do almost as well and stay here, in this job I enjoy?" If you read CSPs this is the underlying message more or less. I think there's only one thing I would add, from the perspective of having been promoted from L59 to L64 in a 6-year period in one org (I left MS in 2006).Sometimes things within an org will turn to complete crap, and either there's not an option to leave or you may not want to. Seriously - if you wave a competitor's offer in my face what have you told me? Real HR managers from Microsoft would have just three [sic]s in a post of that length. Your response is private Was this worth your time? Few others are long time softies who have been doing average to good job for very long time (3-7 years) without getting any promos. Unless you plan to stay in the same org the rest of the time at MS. So either keep slapping yourself or choose to wake up. I also don't know if this is the first step towards a lay-off, but for now, it seems we'll have jobs for a few more months.Ugh, not good, not good at all>I am a partner. Experienced Operations & Project Manager with a demonstrated history of working in the financial services industry. You might have the Microsoft Senior Career Stage Profile in front of you all marked up and broken into more sections in OneNote, but which ones matter most to your team? Candidates with evidence of effective teaching will be given preference. Happy hunting. Microsoft Director level role - Level 66 - what should I expect from COMP sideYOE-15Current TC- 235k He said this year he could only make strategic promotions, which sounded like promotions of people above 65. Embrace whatever people are saying are your flaws. If you want the longest Microsoft career possible, why advance any faster than you have to. Levels are all about perception.I know devs who are underlevelled and devs who are over-levelled. Great topic. Thanks M$Underpay. I'm an SDE, so a large part of my time in the product cycle is spent fixing bugs. What now? Of course not. For some teams - especially those like Office with few departures release-to-release resulting in level compression - that's a rough bunch. .css-1uhsr4o{margin-right:8px;}Get Paid, Not Played. I've been a 62 for too long by Microsoft standards. It's because you were playing catch-up to Apple, and playing Machiavellian games with the media companies instead of working on the issues that your customers were complaining about.Vista is still unreliable, unsecurable, and a massive pain in the ass to use on a daily basis. That's not going to change in six months (which I learned). You're in competition with everyone else in your org in your CSP. Go for the team that offers the best package right during the transfer. It's a $1,000-per-minute conversation - you should always have those. I saw several far more technically skilled people in the group who deserved this that were passed over. Senior finance leader with several years of experience as a member of executive teams within large Australian blue chip and global multi-national companies with broad and diverse background and wide-ranging experience. Had I only known this info when I started at Microsoft. So I guess I know what it takes go get to level 63. If you are within striking distance of level 63 in the next few years, then consider yourself VERY fortunate. This is a large part of his job - getting his reports to excel and getting them (and by extension, himself) some recognition.All of the above assumes you don't suck, though. 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. Lots of very true points. Be the Rosh Gadol Microsoftie. I've been at the same level for 3.5 years (since I joined MSFT), and while I spent three of those in a group where almost noone at all got promoted (a group which has since essentially dissolved), I'm concerned that my level stagnation reflects poorly on me, even though I've been the major contributor on products that have earned 10x my total compensation package for MSFT. But above L62 the talent is intense and that is good. 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. It doesnt matter if the system is fair or not. L8=Partner/GM. Starting to reach out and grab some of what you would be doing with a bigger scope/higher level.An earlier poster said it. Attack problems within your own areas of influence proactively and generate that same good vibe among peers. Learn how this feature works. 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. In the beginning, I volunteered for these tough areas that no one else wanted and over time, my brand became the fix it guy. I know there is always new hope that comes with new leadership, but there is also a restart too. 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. Remember the "how".All the things Mini mentions do translate further up in levels. :). I've seen some extremely senior developers propose solutions to problems, but be totally unconvincing. And don't beleive your boss if they say otherwise. Mini: Great topic! Satya Nadella. Keep your mouth shut most of the time (i.e. 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? So no time like the present to practice where you can. You go along with a good boss/employee relationship then all of a sudden, it's like you killed his first born. When I gave notice, my PUM was in my office within an hour showing me stock levels at 65 and 66, willing to restructure my position pretty much to my liking. Great post! It is true you can always do that, go to Google, go to ABC, or whatever. The job is the same, just the levelling differs. Right now I am 56. Microsoft is a Technology Giant and has been the biggest Technology Company in recent years. What's worse is the noise this creates. Director can be applied to L65 or L66. 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). I will mis-direct and confuse you with hearsay. )Those are only 3 of many 'soft skills' that will hold most people, even brilliant people, back.Has every level X mastered these skills? I heard that promotion budgets are significantly reduced at below 65 level. Yes, "soft skills" count. Entry level (428) Associate (378) Mid-Senior level (3,385) Director (2,581) Done . Bowl Leader. Apple's about to ship Snow Leopard with no new features. Now a VP at a small cap (and growing, yes in this economy) company. These turtles gets promoted eventually just based on time spent at MS and because they werent doing anything wrong even though they dont really meet CSP criteria. Additionally, a Level 62 doesn't really have the tools to evaluate and sell a promotion to a 63. ALWAYS ask for a promotion. I made it to L63 in a year (I was probably under leveled when I arrived). It sounds fishyMy manager was also saying me something along the same lines. If you are not at the top of your stack rank for your level, you will not get the promo. Pop quiz: who is it? Thats a very helpful answer. All the money making groups cut 10% of the work force. Let's compare answers answer is: your boss. (Senior Project Manager), with 63 (Senior Project Manager) level earning average salary of $247k along with $38k worth of stock options. I heard that promotion budgets are significantly reduced at below 65 level. The downside to this view within the Microsoft culture is that you are always expected to keep climbing the ladder even if you are content with your current job and a solid performer in it. Healthcare is the most common skill found on a senior director resume. Show me you can do this and want to learn more and you'll be on my radar as a possibility.6. It operates through the following business segments: Productivity and Business Processes,. It's usually too late at that point. After I became a lead & manager, I was given a team in turmoil after a re-org and straightened that out. Bottom line is this: It's very easy to find imperfections. You've made 3 mistakes. The "Most Likely Range" represents values that exist within the 25th and 75th percentile of all pay data available for this role. Sometimes leaving MS is good. So most new hires at MS are L63 by default and they obviously don't have to work at it :).I actually find the content of this post to be superficial, fairly naive and not reflective of my experience having moved through the ranks from 59 to >65.I would not give most of this advice to our campus hires as any kind of roadmap. Well, what about everyone else? > What if you and your manager are at the same level L62. 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? check the ego out, ensure that people around you (the whole team is successful), create the best results possible and your promotion wont be far away. It appears on 6.3% of resumes. We are all flawed, and you are lucky if people are telling you something that you can do something about. Microsoft's senior positions start at level 63, according to the crowdsourced tech compensation website Levels.fyi. Because, IMO, that is the jist of jcr's post. I think folks like that are the one-offs who slipped by and most likely (given the scrutiny I see more and more) certainly wouldn't slip by today. First let's set the expectations right for this quarter and possibly the next: The budgets for promos are shrunk almost everywhere. a Data Scientist 1. They don't care who gets the credit, and they fight for good reviews for their people. I thought changing groups would help me get promoted faster however all it did was make me resart from ground zero with each group. They just plain resonate. New shiny brain up and working now. Take responsibility for defining the component in front of you -- is it really the right thing for the product/team? Got two promotions - still level 60If you really got promoted twice then you would have advanced 2 levels.Either you didn't actually get promoted, or someone told you lies. It's a good time to flip back through that. I have some colleagues now stuck with a career that they dont really want because they move up too much. Own your brand. This is a problem, at least up to level 65. Thats why L64->L65 transition is so hard. right? kc. "You might be too smart or have ideas that come from somewhere outside of Redmond which makes you very dangerous and not Microsoft material. If you can make the argument about the job - and you're in a position of strength, obviously harder now than in years past, you can make the case. 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. Perhaps someone can explain to me how you get successfully promoted without your boss's support. Your boss is the way to your promotion no matter where, what and when. I'm interested in hearing your stories of success, mentorship, and turning a career that was off-path back on-track. Microsoft, Go to company page Of course everyone wants to be promoted every review, so don't bother asking right after your last promotion.What matters most is that you are doing what your manager thinks deserves to get you promoted. For technical and management track, the job level start from 57 and continues till 80. you want to complete A and A requires 10 devs. But, if you have the possibility of finding a position that you will really enjoy, where your goals and those of Microsoft are fairly close, then your long-term potential will be higher. So far, we all appear to have jobs, but man, what a shocker, I thought ours was one of the more stable teams.Not sure what happens to our Director, he seemed a bit shocked himself when he delivered the news today. And the place where MS has the most non-contributing overheads is Redmond. Why cannot we have our address title reflect our level as everybody else in the company? I basically lost 5 years of growth due to a bad manager and my own unwillingness to own my career. "Ain't seen nothing yet" is a more popular variant of the same due to a song with that title and refrain. That is, an S-shaped curve that is relatively flat at the bottom (slow start), then becomes very steep (steep acceleration), then becomes relatively flat again (plateau). The first levels came quickly with some sticking around 64 and 65 (half my career).I have always taken on and fixed problem areas that no one else wants to take on. I think one of the things that is frustrating is how opaque the promotion system really is. I am currently going to school which should help the moves to a better position. You don't deliver products on your own -- you're usually building one system, one set of components that together make one successful (or unsuccessful) product.You can always, always find ways that make yourself, your manager, and your immediate team much more successful. 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. Two years ago I realized that the MS treadmill (trying to become what my dysfunctional manager wanted) was making me nuts. Kudos to you for posting it. Facebook, Go to company page Executive Vice President and Chief Marketing Officer. I think talking about level just confuses people as beyond US there is a different level system!L63 in the US is Senior (Level 60 in most of the other countries), well, moving to Senior is not such a big thing if you have experience, with more than 10 years in the industry I was hired at this level, now Senior II is just a matter of continuing contributing but the different comes to Principal (or lead), here is where you need to shine in order to succeed.Recommendation: Work not only towards your commitments but your managers as well As a former L65 (left MSFT about two months ago) I can say you are right on when it comes to understanding where your boss stands. Thank you for reviewing my profile. The second was threat (I have a serious offer outside the company that I am taking). At the end of the day its about $$ and in reality levels mean nothing if your getting paid crap. sheesh, "We definitely need a new thread, things are starting to happen indeed. How? By persist, I do not mean being happy to be at the same <63 level for 3+ years for exmaple. If you are considering leaving your team (or Microsoft) but think you could be persuaded to stay, be careful about how you present this to your manager. You have to strive to get the KEY to the boss's heart and brain. You will never get your promotion on a silver platter. It's a question your boss gets asked so it's not a surprise to them. It's a lot better than folks being ambivalent about your success or failure, right?