senior director microsoft levelsenior director microsoft level

• April 9, 2023
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Might as well fire those guys. 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. Especially since the days of job title/level transparency.People should not forget that many times, higher levels do not equal higher pay. Some were also not very sexy/fun problem but they were all critical to ship. 3. In my group that's the really tough one. Maybe." Also known as executive-level, senior-level seniority requires a high level of experience, knowledge and responsibility within a company. Do not accept promises, or you will be already disappointed with your new team as soon as some promises dont materialize (and believe me: you will lose your patience long before some promises materialize). The current distribution is simply pathetic.. You want to be more efficient, smarter than him. 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. Your level is essentially recognition of your circle of influence or radius of your contribution. Don't obsess over what is in front of you. 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. 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? What is the average promotion velocity for non-technical fields? If you find a boss who likes the kind of work you can do, follow him/her wherever they go. Experienced Digital Transformation & creative leader with a strong executive presence, experienced in creating value, building relationships & consensus across board-level client executives that . It sounds fishy. Now it's up to me to do whatever it takes to make *them* great, even if it doesn't benefit my product directly. 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. There may be multiple reasons for pay differences - one of which is a small number of salaries submitted per job. That didnt happen by chance alone. Therefore, our need for people who can collaborate across their own team, across disciplines, across org boundaries is greater than ever before. Founded in 1969 by Dr. Bish Agrawal, ABC Consultants is the pioneer of organized recruitment services in India. 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. They don't care who gets the credit, and they fight for good reviews for their people. 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? Go and restart in another org and dig through their historical biz and people stability during your informationals. At L63 you should be directing v-teams, serving as a lead or possibly even having direct reports. And we have the budget for it. Thats why L64->L65 transition is so hard. 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. Furthermore, after reaching a plateua in order to get to the next level of development there is usually a dip in the current performance as the learner starts temporarily letting go of some of the skills they have mastered in order to experiment and try new things. No one else was as good. You try that in subs (who actually generate the revenue, HQ typically dont) - but the question is - do they dare push such a thing in the US? As HR Director, Claire helps drive the outstanding business impact, cultural transformation, and growth of Microsoft in the UK. These posts are provided "as-is" with no warranties and confer no rights. Starting to reach out and grab some of what you would be doing with a bigger scope/higher level.An earlier poster said it. Senior->principal->partner are the level bands, 63/64->65/66/67, 68/69/70. Seriously - if you wave a competitor's offer in my face what have you told me? Happy hunting. New Senior Director Human Resources jobs added daily. But the clarity I have through the rear view mirror is staggering -- I was defining myself by what a bunch of poorly skilled managers thought, in a company that hadn't moved it's stock price in seven years. The person who puts you up for promotion and has promotion conversations with your skip level. I changed 3 groups at Microsoft. 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. The reason why they were 65's are:1. L65 took four years. 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. Be prepared for every possible question, scenario, disaster, etc. given that the resource is static. Normally this is acceptable but right now i smell lawsuit. Do a great job and you are likely to revise their expectations for the following cycle. I'm hiring 6 good MSFT developer/consultants. If you're not there yet and your boss was asked that question by your skip-level-boss, what is your boss's answer? Let's Hear it for the Girl! We've negotiated thousands of offers and regularly achieve $30k+ (sometimes $300k+) increases. Executive Vice President and Chief Human Resources Officer. So honestly, what is your boss's answer about if you'll reach L63? Leadership: pro-active leadership that convinces team members of the future direction and even helps to . At a basic level, in a company the size of Microsoft, the higher you go, the less you contribute individually and the more you contribute by your impact on an organization - hiring the right people, setting clear and correct goals, driving alignment and execution. Show me you can do this and want to learn more and you'll be on my radar as a possibility.6. Like many technology companies, Microsoft uses levels to indicate seniority for employees, including engineers. Barring extraordindary circumstances each year you will get the "welcome to our group" evaluation.Don't forget the aunts and uncles. Attack problems within your own areas of influence proactively and generate that same good vibe among peers. New shiny brain up and working now. For example, some are principal individual contributors that just stayed for too long in a group and became essential, but now want to move on and cannot do that, either because their skills are obsolete or because they simply cannot go to a new startup team at such high level without any management responsibility, and they are untested managers. 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. mini,time to start a new blog: maybe around current economy and msft. Seek out local critique before you approach people above you. Here are some thoughts from a L62-er who truly wants to accept whats keeping me from getting to 63 and work on it. Microsoft's '08 Mistakes: The Software Giant's Three Errors http://www.networkworld.com/news/2008/121908-microsofts-08-mistakes-the-software.html?hpg1=bnJust three? Well, what about everyone else? You should be able to show the path to a goal, especially to collections of people who do not report to you. He identified the common denominators in becoming an expert in practically any field. This is hard for your manager -- he probably doesn't have a clear idea of what it will take to make the case. If so, then you're going to have a hard time finding senior IC spots anywhere. It's really not that complicated. I know some managers will tell you that HR doesnt want promotions during internal transfers. And I'm going to tell you right now, I'm 99.9% sure what needs to change is you. : those titles are organization specific. These guys are typically outcome of recent hiring sprees. They have commitments to grow their employees. You can be a genius of blinding brilliance, but if you come from a boring product team, you "don't have much potential". "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. If you want to advance and you are not a "favorite underling", your first and most important job is this: figure out how to become a "favorite underling". I've been a 62 for too long by Microsoft standards. People who get stuck at the plateau are often referred to as disillusioned learners. 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? 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. Keep my word. I would love to be above 60much less 63. Ah, dude, my boss is in the way of my promotion. I knew it backwards and forwards, better than anyone else does now or ever will. Sometimes the answer is, "well, we'll see" and other times the answer is, "if they'd only stop doing X and start doing Y on a sustained basis, I could see it". Experienced sales manager with skills in strategy, lead of direct reports, developing sales forecasts, products pricing and launching new products to the marketplace.<br>Proven abilities to manage key account relationships and large-scale projects.<br>Experienced in presenting to executive senior management, meeting with customers at CxO level and coordinating salesmen's Activities.<br><br . This is where I agree with Mini regarding taking MSFT back to the good ol' lean, mean, and efficient company we enjoyed. My experience is a constant melee of *every* single person trying to influence cross-group. 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. For example, in order to be promoted to level 62, you, as a level 61, must already perform at a level 62 level for a long time. In this article, we have explained the Job levels at Microsoft which starts at SDE and goes up to Technical Fellow. After that, I was given a team that was in trouble quality wise 6 months before shipping. If the answer is regularly a 'yes', then this clearly is an indication that you are ready. Also, its important to keep in mind that it is impossible to provide a perfect definition of any level. For some teams - especially those like Office with few departures release-to-release resulting in level compression - that's a rough bunch. I suspect the former because there's no point in a manager telling you that you got promoted when you didn't. If I was 65/66 material, why did they wait until I gave notice to offer me the promotion? Microsoft By contrast, most directors don't have their own budgets, but need approvals from their VP to do just about anything. Thanks for keeping this focused. I think that a lot of what you wrote was spot on, although the situation varies somewhat across the company. Thats a very helpful answer. ?I work in MSN and we still have no way to know the levels of our peers. "There is no greater de-motivator than a reward system that is perceived to be unfair. jcr said >Apple's about to ship Snow Leopard with no new features. After I became a lead & manager, I was given a team in turmoil after a re-org and straightened that out. If you think of it as "How can I do better than my manager?" No, never: now, going back to that <> question above: if your boss is answering "No, never" then this is a red-alert moment for you. keep in mind mentors are not one size fit's all. We've negotiated thousands of offers and regularly achieve $30k+ (sometimes $300k+) increases. IBM pulled themselves out of their decline by focusing on their customers. Going from Level 62 to Level 63 is more about EQ than IQ. Taking on the toughest hardest problems does line up well with something everyone has talked about on this post - that is - make your managers look good. You may be one of those who diligently turn over every single rock to look at problems within the org. Mar 26, 2018 2 In the case of the latter, make sure you have the goods, because your manager now must show his/her hand on whether s/he values you. Think about why they're able to do that.These two lines really serve to summarize the incoherent blithering that was jcr's post. A Principal-level employee at Microsoft is someone who drives strategic efforts in their area of expertise. How many has Live hired this year and OneCare gets cut? This way I can be in a better position to show that I am a "absolutely!" Maybe everybody's aware of being "in lockdown" and keeping their heads down? I'm a level 62 dev trying to get to 63. .css-1uhsr4o{margin-right:8px;}Get Paid, Not Played. You broke the trust cycle so don't expect anything else. Not so at L63. 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. 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. Finally I got involved and had a one/one with the employee during which I asked him why do you continually insist on doing Y when your mgr asks you to do X? I nearly fell of my chair when he said because I want to get promoted and I know that to get promoted I need to do Y. My likely response would be "congratulations! Everything else is irrelevent or works against your promotion. If you have a good manager he/she will ensure the relevant peers know all about it. You will not know the difference. You have to be extremely faithful to your management while at the same time carefuly growing your broad influence to your manager's piers. Most organizations will do promo/slate through a consensus/stack rank process. My management tells me that this is normal and 2 years is "aggressive", but this is getting frustrating for me. 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. Give the employee directives and start documenting when they fail so a case can be brought to get rid of them if it comes to that. 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. However, the results show that the vast majority of dev/test/pm will make level 63 and in a reasonable timeframe. Strong operations professional with a Master's Degree focused in Project Management from Shaheed Zulfikar Ali Bhutto . However, I think this is the first point where we see a non-trivial number of folks plateau. weeks to find another position within the company, otherwise they are laid off.Think that's known as a "RIF" not a "layoff" butwhat do I know? If there is a perception of unfairness, then those who think that they have been treated unfairly will rapidly lose their motivation. I want them productive and about career success at Microsoft, especially your thoughts about achieving L63. For technical and management track, the job level start from 57 and continues till 80. Add your salary anonymously in less than 60 seconds and continue exploring all the data. This is all well and good, but in 9years I've never worked in a group with a Senior IC (Windows, IE, .NET), though some architects. This is a problem, at least up to level 65. If you have your mnanager in your pocket, you cna achieve greate heights in life. Ill answer first question later in this comment. Senior directors are tenured members of an organization who are considered part of the leadership or executive team, in which they represent their department or division. I sat there at L64 for 5+ years. I came in at L61 2+ years ago. I'm there. I /like/ OneCare. I'm surprised it lasted as long as it did in some ways. Your own work is part of the goal. Is there much motivation to really fix Vista's perception problems?Machiavelli might note that intentionally leaving Vista's reputation in the toilet will make Windows 7 look all that much better when it comes out - allowing some of our VP's pride, ego's and bank balances to swell to truly epic proportions. I made sure I was the guy you wanted to call when the server crashed in the lab with a crazy callstack and no repro.Second, OWN the features. Good luck with that. What I've learned is be very, very specific on your commits and accountabilites. Finally, I think my experience proves that people who may be on theslow track to advancement can turn things around with the right commitment and management. 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. How long can someone stay at the same level before they get blacklisted? Averages based on self-reported salaries. When it comes to where you actually rank and what you get paid that part is all that matters. 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. Senior Director Global Supply Chain Management transformation Supply Chain Operations SA Juli 2022-Heute9 Monate Lausanne Metropolitan Area Principal Consultant for an international. I say this because I have seen really smart people shunned because of 'house-on-fire' attitudes even when they were dead right. Get FREE domain for 1st year and build your brand new site. Joined MCS at level 60 and was immediately told that L61 would be years away. It's what you can offer, not what you want out of it that most teams are looking for. 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. Learn how this feature works. Lots of terrible mid level managers at MS. To the person from MCS who said it was easy to get to 64 in MCS - MCSinTheFieldI agree with you there, you can get to a L64 in MCS but try to ever transfer to another org as a L64. Last August (different group), I received a dreaded "Limited II", in spite of my manager telling me that he didn't actually think I was in the "bottom 10" at Microsoft, but that the devil made him do it (so to speak) and that it was a "no-brainer" for him. I made sure I was the fastest, most efficient, and best bug fixer. What worked well and what really horked things up for you? Popping out of the pack in peer reviews may take some time so you have to be diligent, consistent and never give up. HTH. then you're really off in the weeds.Think of the guy in the other company, the guy who is building something that competes with you, with your team. What got you here ain't gonna get you there. But it's no guarantee that all your peers will match. When she finally left the company four years ago things improved greatly. 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. great post. Leverage your professional network, and get hired. 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. 1. I am offered a job at L65 and job offer has a title Director on it! Bottom line is this: It's very easy to find imperfections. 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. Don't like branching strategy? 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. 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. Browse all Microsoft Software Engineering Manager salaries Frequently asked questions Stop fighting which is where mapped. 4. 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. 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). Microsoft Software Engineering Manager salary levels ranges from 63 (SDE Lead) upto 80 (Corporate VP), with 80 (Corporate VP) level earning average salary of $4851k along with $3675k worth of stock options. They will have thought this out. I believe that the most fundamental difference between level 62 and 63 is in the realm of EQ (emotional quotient, see the book Working With Emotional Intelligence" by Goleman). Its usually comes down to do it and be unhappy or leave. Of course, it goes without saying that if you dont have any substance you will likely hurt yourself badly and get ignored with vengeance next time. 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. This is all well and good, but in 9years I've never worked in a group with a Senior IC (Windows, IE, .NET), though some architects. That figures. Entry level (4,718) Associate (1,976) Mid-Senior level (40,085) 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. Those people are almost all Level 62's with few prospects. All these comments apply generally to any matured company and life in general. 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. And a knife-fight for L65 (some other day). Don't just take a L63+ role because of the level. You forgot "never ask for a promotion".The one other thing that helped me go from L59 through >L64 was an absolute dedication to the strongest leaders, one level at a time. It is possible to get promoted out of a desire to be promoted. There's a need to ooze authority in a way that is comforting to the person above you responsible for your career. 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. If you find yourself in this spot - get a good external mentor to help you manage through it if you don't feel you can have this conversation with your manager.4. You go along with a good boss/employee relationship then all of a sudden, it's like you killed his first born. Up to that point the "what" you accomplish can get you pretty far and you get some wiggly room on the how. Let's connect and I will happily share more about my background and accomplishment and how I can contribute to the success of your organization.

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