senior director microsoft level

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. Expect my salary to go up after the cleanup. 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. I think you should play some games while searching for you L63 promotions. Wow. What is the average promotion velocity for non-technical fields? 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. Second, the perspective of a different team helps you generalize about best practices and what works and doesn't work. If you send a brownbag invitation to your VP level group then you know your VP is getting it. You can bet that if I went back today I would be a _very_ different person.The only thing I would add is that at any level, you need to not only know that your manager believes you should be promoted and will fight for you, you need to believe that your manager _can make it happen_. Its a bit like the famous phrase about the definition of obscenity. 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. 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 :). You almost always have to earn it. I like such themes and everything that is connected to them. Of course not. (2): Wow, thanks for the early + great feedback. Got two promotions - still level 60. "2) Peel the onion. Less than a year is fast, but not unheard of. 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.Well please don't just tease us and leave it there. Why? Obviously a key word in my advice was explicitly. Sad but true Mini et al addressed this with the descriptions of the distinguishing traits you need to develop and demonstrate. Leadership, for instance. In my co-workers case, they overloaded him with work and then documented anything that fell through the cracks until they had enough to get rid of him.I'm sure HR throttles managers when this is going on. Help Your Manager (and your team) Be Successful: No one has more influence over whether you get promoted than your immediate mgr. Sometimes leaving MS is good. As a L64 I find getting to 65 quite a wall. 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. However, the results show that the vast majority of dev/test/pm will make level 63 and in a reasonable timeframe. 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). So yes, Mini's list should get you to 63 anywhere. How bad is this? Many 62s (and 63s) make substantially more than 64s. I myself am a L62 on the cusp of a midyear promo after 18 months. 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). You're cursed for life.2. 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). Or at least, more transparent feedback was communicated so you had a real idea of where your career was heading. Senior Director Global Supply Chain Management transformation Supply Chain Operations SA Juli 2022-Heute9 Monate Lausanne Metropolitan Area Principal Consultant for an international. Director can be applied to L65 or L66. The news is in. "Shock and awe awaits" is correct. You will never get your promotion on a silver platter. Really inspiring. Candidates should have a Ph.D. in Physics and a strong commitment to undergraduate education. > Lots of very true points. I've lucked out a bit by working on a key project for our group and division, although a lot of that was due to my own contributions. 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. Software development at MS has become more complex and much more collaborative. Senior level executive excelling at increasing operational efficiencies, improving . So I guess I know what it takes go get to level 63. You need to consider how you can compete with the pizza eating 25 year olds that don't have a life and work 80 hours a week. I say this because I have seen really smart people shunned because of 'house-on-fire' attitudes even when they were dead right. To know the real title you have to use headtrax and look for the Standard Title of the position. Director of Business Development for ATALIAN Global Services, in a senior leadership role based in Singapore driving sustainable growth in Asia. Results-focused: they are focused on getting great results and don't entwine their ego to particular solutions. I know devs who got there without doing anything substantial but their manager was nice and there was no competition.In short, Level 63 to me is not important and I really dont respect 63s unless they I've interacted with them.Level 65+ is another story and are devs who have the stuff almost always.- Someone at Level 62. Kudos to you for posting it. Also, its important to keep in mind that it is impossible to provide a perfect definition of any level. also work is good only when it leads to results that typically means team's success. Good managers: In general, good managers realize that they need to sell their team's accomplishments. Thanks.Sorry mini -- I meant the content of the comment I referenced, not the content of your original post (which I'm in violent agreement with). Do a great job and you are likely to revise their expectations for the following cycle. I'm surprised it lasted as long as it did in some ways. L68 is partner, or you may see GM. 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. Its above level 64 that things get tough, but getting to 64 isn't difficult. After I became a lead & manager, I was given a team in turmoil after a re-org and straightened that out. 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. . Incompetent People Really Have No Clue: If youre one of the people complaing about how youre not getting promoted because your mgr is incompetent and youre just as good as all those others who got promoted you could be right. I will mis-direct and confuse you with hearsay. I'm not even thinking about level 63 at this point. you want to complete A and A requires 10 devs. I think your comments on level 63 were interesting. 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. 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. Any idea on when is this going to change? While I lost a few people who drove great results in that level, overall it was good for their career and also MS over time. 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. Stop thinking of your Mgr as your adversary and listen to what they are telling you. Microsoft Compensation Software Engineer $ 80K $ 225K Average Compensation: $101,338 Senior Cloud Software Engineer $ 90K $ 175K Average Compensation: $128,000 Principal Software Engineer $ 90K. 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. It going to be more about survival in the current business climate. When you take on the toughest problems that risk the product and make that problem go away, they are happy. If you are level 64 and above, your relationship with your GM or VP or above.2) Your visibility to the GM or VP. But above L62 the talent is intense and that is good. Isn't morale over the holidays going to be just wonderful? 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 general consensus is why get rid of someone who is happy doing their job and can do it better than anyone else. The L65 guys are expected to influence outcomes, strategy and best practices on their entire VP level groups. It doesn't matter what you want - you aren't the one deciding when you get promoted. Fourth, repeat ad infinitum. If you find a boss who likes the kind of work you can do, follow him/her wherever they go. It's hard for L63. With wide-eyed wonder he asked WHAT? I said whatever the @#$% your manager most needs you to do!6. My promotion to 63 came not when I helped my group out of one of their many nightmares but when I helped an uncle. Thanks for starting this. You can work hard and grind it out. Could somebody please confirm or deny this. Microsoft is a Technology Giant and has been the biggest Technology Company in recent years. Eventually, their team will remove itself from his control through internal transfers to teams with better managers, and the asshole ends up getting canned in a re-org if he doesn't see the writing on the wall and use his Apple resume entry to jump to some other company.The fact that you praise someone for "junk yard dog mode" shows me that Microsoft has a fundamentally broken corporate culture, and that you are part of the problem.-jcr, Think of the guy in the other companyI don't like where this is goingThat is the guy to beat.No, No, NO!Think of the customer, not the competition! 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. And to your boss. Rather nice site you've got here. While cash bonuses stay relatively stable as a percentage of salary over the course of a Microsoft employee's career, stock compensation can rise to nearly 20% of annual income at higher levels, according to the crowdsourced data. The second was threat (I have a serious offer outside the company that I am taking). B.Sc in Computer Science, Electrical Engineering, Electronics, M.Sc in Computer Science, Electrical Engineering, Electronics, PhD in Computer Science, Electrical Engineering, Electronics, Designing and implementing Software and Hardware Systems, Benchmarking and validating Software and Hardware Systems, Developing innovative solutions and publish papers and patents, Managing teams and keep track of progress, Predicting market trends, identifying market risks, Identifying future opportunities, preparing company roadmap. Sorry for going dark for so long. 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. :)Then, over the next 2 years, I learned the magic of 65: it's not just about playing *well* with others, it's about making every team you work with great and helping them do their best work. "Sad but true. This is hard for your manager -- he probably doesn't have a clear idea of what it will take to make the case. I started at 59 and just got promoted to 63 a couple months ago. >Real HR managers from Microsoft would have just three [sic]s in a post of that length.I hope HR gets cut. You should NOT be looking to get more money to stay in a job you don't like. In MCS, soft skills are often more important than hard skills since you work with customers (often angry ones), sales (often under pressure and looking for someone to blame). I've been told HR looks for employees that have been at their level too long. At this point many people will ask how can I influence others if Im not their manager? L62 is supposed is own the room of L60s, L65 own the room of L63s, and so on. If you read CSPs this is the underlying message more or less. But it's no guarantee that all your peers will match. Mini -- you left out the most important option, which I took. I started in 2001 @ L62. 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. Owning big features, knowledge about code base, ability to help your peers - irrelevant. And I'm going to tell you right now, I'm 99.9% sure what needs to change is you. don't make enemies), change jobs about once every 3-4 years, and do your job reasonably wellfor a decade. The hardest work item on his place was an expression parser that the team's architect wrote for him. I came in at L61 2+ years ago. These two lines really serve to summarize the incoherent blithering that was jcr's post.Whoa, really? I heard that promotion budgets are significantly reduced at below 65 level. How long do people usually sit at L62 in MCS? We've negotiated thousands of offers and regularly achieve $30k+ (sometimes $300k+) increases. How do levels compare? So one big part is do good work, but another is don't do bad work.I think it's a very good idea to ask for a promotion. 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. How do you ensure there is no conflict of interest. So dont try to be joker just to get attention.Now of course, this is all just the theory. Your commitments should already provide you with milestones to set as your goals. If you get caught in a review and someone hits a fastball by you and you stumble, the people above you suddenly have fears that you might stumble when they and you are in front of the person who controls their careers. One of my august colleges uses the analogy of a trapeze artist. Some are good at all. They had to be given outlandish levels so as to match their previous compensation. Many folks lurk longer in the 60-62 range because they are not challenged enough to move to the next level. There are tons of Principles and L64s anyone can immediately recall who are not doing anything above or beyond their immediate teams. Unless you know for sure that your boss's answer is an immediate "Absolutely!" I /like/ OneCare. Senior->principal->partner are the level bands, 63/64->65/66/67, 68/69/70. If it is "Absolutely!" 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. Tech savvy yet entrepreneurship minded hence able to see things from . "You might be too smart or have ideas that come from somewhere outside of Redmond which makes you very dangerous and not Microsoft material. Directors are usually senior principals (level 66, 67) or at Partner level. HTH. Highly effective Finance leadership; ability to deliver results by leading through example while setting high personal standards; Partnering with the business and influencing . I moved around 3 teams before I found one where I really enjoyed the technology and the people, and here I've flourished.So forget all the whining about politics and crap. You broke the trust cycle so don't expect anything else. There certainly doesn't seem to be any shortage of people wanting in. Some are exceptional at one, and passable at others. Senior Account Executive | Director | Sales & Marketing. This will only lead us to a healthy and balanced distribution of levels across genders. I spent 5 years on level 61. Yes, "soft skills" count.I'm pleased that someone said it.There are a collection of skills that are difficult to quantify that are absolute necessities to succeeding at higher levels. Thats a very helpful answer. 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? You go along with a good boss/employee relationship then all of a sudden, it's like you killed his first born. And in your answer, there's a kicker follow-up: not only what you need to do to justify being promoted to L63, but to succeed in comparison to your L63 + L64 peers. She partners very closely with colleagues to develop and drive the people strategy across the UK GEO. 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. 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? 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. They don't get defensive if their ideas are revealed to have flaws but rather delight in being able to move to a better solution. Biggest key for me was knowing when to leave a bad management situation and team. Shock and awe awaits [sic].Four errors in grammar and punctuation in a post of just 14 words? And in my experience they are *eager* to get your skills and your lower level payroll expense! Senior Director, Head of Data Sciences VMware Aug 2014 - Jul 20217 years Bengaluru Area, India Global Leader and Head of Data Sciences Lead Data scientist teams across Bangalore, Bulgaria, Palo. 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! It is my observation that the most common place we see disillusioned learners in the product groups at MS is at level 62. Also, the way you achieve your commitments does affect the perception and recognition of your efforts. In general, these designations are based on rank, with the highest director position being the executive director or director of operations. Is this confirmed? What now? I am going through some finanical hardships and is getting the level changed is the only way for a salary increase? You may be one of those who diligently turn over every single rock to look at problems within the org. My experience, I joined MSFT at 63 and in 3.5 years I am at 65. Have you honed in on what aspects of this brand are most important in the calibration discussions and know how you'll show you're a rockstar in these areas? Experienced Operations & Project Manager with a demonstrated history of working in the financial services industry. Then L64 took two years. The biggest lesson I learned here was how to work *with* other teams, even when I thought they weren't very good and even when our purposes didn't align. Bowl Leader. May 2008: Gold Star. I work in MSN and we still have no way to know the levels of our peers. That sounded like a complete crock to me. I'm currently level 66 and started at level 59 (equivalent in old levels) 12 years ago. It sounds fishy. Should I trust my manager or is this just one more of his demonstrations of poor management skills? Popping out of the pack in peer reviews may take some time so you have to be diligent, consistent and never give up. If it does, are you demonstrating success at that next level already and do people know about it? 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. 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. Strategy and Product Leader for an omni-channel team encompassing blended physical-digital experiences that combine personalized services with customer relationship strengthening across 400- centers. Not so at L63. 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. Get yourself a formal or informal mentor who is already doing what you want to be doing. Starting to reach out and grab some of what you would be doing with a bigger scope/higher level.An earlier poster said it. If you are within striking distance of level 63 in the next few years, then consider yourself VERY fortunate. I've been a 62 for too long by Microsoft standards. Chairman of the Board, Microsoft Corporation. That is the guy to beat. My work affected hundreds of developers in our org. What are other groups doing? . Thats what I call implicit :). Benefits can add thousands of dollars to your offer. You can be a genius of blinding brilliance, but if you come from a boring product team, you "don't have much potential".

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