senior director microsoft level senior director microsoft level

Even if you don't leave, make no mistake, I'll be building a backfill slate for your role just in case. And the place where MS has the most non-contributing overheads is Redmond. Levels are all about perception.I know devs who are underlevelled and devs who are over-levelled. I take a creative approach to accelerating business transformation as a . 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. 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. Don't try to counter with stock levels argument as that is more convoluted, and given the current economic debacle's effect on our stock price..I understand that folks want to be Senior this, and Principal that but the truth is that it is mostly a fetish for some big sounding titles. Saturday, November 15, 2008. Oh, please. keep in mind mentors are not one size fit's all. Staff Software Engineer, Google Cloud Platforms, Senior Staff Software Engineer, Infrastructure, Principal Engineer, Developer Platform Systems, Senior Software Engineer, Mobile (Android), AR. That means, know what people think about you and what they don't. Thats what I call implicit :). No one else was as good. if they'd only stop doing X and start doing Y on a sustained basis, I could see it Microsoft: Citi Cuts Ests, Target On PC Slowdown. No matter how good you are, you will peak at some point and Microsoft will get rid of you. Years ago we had a dev on my team who was very high IQ and very driven, but was driving his lead nuts. As per Microsoft's job posting, the specific position requires over 8 years of experience so it pays high as well. Good managers: In general, good managers realize that they need to sell their team's accomplishments. I would lay some level of accountability with management as well, though. 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. how to check hall sensor on samsung washer; marriott grande vista grande cove menu; what happened to josh's partner bill on moonshiners; are goldfish crackers good for an upset stomach 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. Once you identify those things scream about it by sending email with problem and solution and offer leadership to eliminate that imperfection. It's a $1,000-per-minute conversation - you should always have those. I would love to be above 60much less 63. As a L64 I find getting to 65 quite a wall. The PM team loved having my technical expertise freely available, and I actually really like designing features too.Anyway, two simple things, but I think what Mini said about not doing this IN ORDER to get promoted is key. One thing I learned early is that the manager who says "I fought for you, sorry" is really saying "I'm too weak to 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. Seriously, your GM or VP owns the decision to do transparent titling. If there is a perception of unfairness, then those who think that they have been treated unfairly will rapidly lose their motivation. Similarly, the best predictor of your success at the next level is your success at the current level! I used to work in the OneCare team. My best guess is that you think it should be await. My promotion to 63 came not when I helped my group out of one of their many nightmares but when I helped an uncle. At that time, I understood those questions as being just an excuse that the manager used because he or she didnt like something in my skills or personality. Microsoft is a Technology Giant and has been the biggest Technology Company in recent years. 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. If a spot is available. My biggest struggle has been getting good feedback on where I need to grow. Executive Vice President and Chief Human Resources Officer. 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. 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. RIF in the SQL team? What is up with the gold star awards? Great post! Senior->principal->partner are the level bands, 63/64->65/66/67, 68/69/70. Great topic. * Stability at Microsoft is a two-edged sword. 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". Thanx for it. Write it down in a team-culture career section you keep in OneNote (start that section now if you don't have it). Managers plan out promotion timeframes far in advance. New shiny brain up and working now. Just ensure that you do the absolute best in whatever is thrown at you and promotion will take care of itself. Within the comments, I hope to elicit advice that follows up on what I start here, and maybe even contradicts it. Difference between getting promoted to L65 and joining as new FTE at L65 is HUGE. You should NOT be looking to get more money to stay in a job you don't like. 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. 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. After I became a lead & manager, I was given a team in turmoil after a re-org and straightened that out. Microsoft Salary. Many folks lurk longer in the 60-62 range because they are not challenged enough to move to the next level. If you think you will follow the management career path then get in such role as early as possible. I think that a compentent dev not a superstar, who follows your advice should make it to 63. One of my august colleges uses the analogy of a trapeze artist. So, focusing on the customer instead of the competition is "incoherent blithering?" Be prepared for every possible question, scenario, disaster, etc. You should leave. Most of our ways of doing things have so many imperfections that you would not have any trouble to find obvious thing to improve in obvious ways. 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). This slighlty contradicts some of the other posts. Thrive on it! There were times when I was promoted more slowly than I probably could have been, but I am very happy with where I am now, and I am still growing. Real HR managers from Microsoft would have just three [sic]s in a post of that length. Sort of like grading on a curve in school. That is the guy to beat. I was in a group that was reorging constantly and there were frequent management changes, so it took all of the political skill I'd developed over the years to focus my GM on giving me that fucking promotion. I've seen L65's who can't own a cardboard box, let alone a room. Your Team: you have to be able to understand why the L63s and L64s are where they are. So either keep slapping yourself or choose to wake up. If I was looking at reducing costs this isn't exactly where I'd set my sights first but again this is Microsoft we're talking about. You're selling it in no less than eight different SKUs, (including the upgrades) and your marketing message is deliberately obfuscated to convince the customers to go for the most expensive one. Thank you for reviewing my profile. And your list of bullet points on qualities of a 63-er is pretty much the short list I have boiled it down to. 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. I think that the whole culture of the stack rank + fighting for scraps for their directs + a lack of visibility and input on what will justify a promotion is what scares of managers from engaging with their employees regarding career growth.Note, that I am not saying that I want a guarantee one way or the other. i asked him if he knew the absolute most important thing for him to do to get promoted. :). Might as well fire those guys. If you are level 64 and above, your relationship with your GM or VP or above.2) Your visibility to the GM or VP. The funding for our project stopped and our vendor team of 28 people have been asked to leave immediately. That is one aspect where they are forced to build fake relationships with directors and GMs to get promoted and unfortunately those who maintain good relatiship with them get promoted. The Goldstars have already been canceled for this quarter.Next, I believe this post will most likely be useful for those who entered MS as intern/college hires. Ability to solve problems independently is bad because if you don;t ask for help it reduces your visibility. Yes, "soft skills" count. 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. That's the easy way out. 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. If you have a good manager he/she will ensure the relevant peers know all about it. HTH. And I'm going to tell you right now, I'm 99.9% sure what needs to change is you. Answer to second question is never ever explicitly try to make yourself known to hierarchy above your manager. Do a search for people in those groups in NYC area and check their status to see who is hiring. (2): Wow, thanks for the early + great feedback. Buy a Principal a coffee. for 63 promo within a more clear timeline. Yet, I know that a friend just got one. Be very careful, because some people may tell you about this or that great thing they did, and only mention that they are (or were) married to this General Manager, or that they have been in the team since it was only 2 people, and the other person today is a VP. When (if) you are then promoted to 62, you are not expected to continue performing at a level 62 level, but rather a level 63 level.The reason that you have to perform at a new level before reaching it is to avoid the Peter Principle, being people promoted up to their level of incompetence. 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. My experience, I joined MSFT at 63 and in 3.5 years I am at 65. Feel free to . 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. How you perform in interview is going to matter on whether you get proper mapping or not. What are the levels for non eng roles? Levels are different outside the US. With this article at OpenGenus, you must have the complete idea of various job levels at Microsoft. Your manager has to know that either you get promoted sometime soon or you will go and get promoted somewhere else. Why are we doing x and not y? It's not enough that you do a good job for your own assignments beyond L62 but what matters is how many others you enable to do as good job as you can do and achieve similar outcomes by influencing them. 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. I heard that promotion budgets are significantly reduced at below 65 level. I'm a level 62 dev trying to get to 63. I am not saying the manager is trying to sabotage, but when push comes to shove will you get the impactful project. 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. 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? 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. When I was an IC, it was tough technical problems or simply critical problems that no one else wanted. What I've learned is be very, very specific on your commits and accountabilites. I have also always looked for those problems (opportunities). Two years ago I realized that the MS treadmill (trying to become what my dysfunctional manager wanted) was making me nuts. It can help you identify blind spots which may be holding you back.7. Microsoft You want to be more efficient, smarter than him. Mini, all those aspects you list are also present at L62, L65, etc. BG for a big PG in a medium/large sub)L63 = director, then onwards to GM etc62->63 is a tough jump where you need to take ownership for a business segmentYou can go up to L60 pretty easily by nailing commitments year on year and showing you can thrive on increased responsibility, after that it gets harder and you need to proactively lead and drive results that impact the wider business significantly.If you're in sales, it's pretty much all about the total quota you influenceIn my experience, my advice is:- network and help make other groups successful (ideally in a win/win context)- be proactive, propose and grab new challenges and be successful with them- deliver against the CSP's/commitments for the next level up, when you have mastered the current level- make your boss look good, and make his/her boss look good. It turns out that typically your immediate manager has little control, it's all decided at higher levels. Is this confirmed? I'm a level 66 dev (architect). Much longer if new leadership comes from outside MS. Don't perform flawlessly to the above 70+ pieces of feedback only to see the churn above you. Experienced Digital Transformation & creative leader with a strong executive presence, experienced in creating value, building relationships & consensus across board-level client executives that . Apple's about to ship Snow Leopard with no new features. Isn't morale over the holidays going to be just wonderful? Keep your mouth shut most of the time (i.e. 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. They didn't want to plateau, but that is just where they were given MS talent pool. For instance, software development engineers generally come in at Level 59,. And as my experience shows, many teams do not even staff a senior. Stop fighting which is where mapped. 3. The way to succeed here is to find out how you make you, and your manager, and his/her leads, succeed as a team. The L64 guys should be able to influence their skip level orgs plus one or two groups outside of the skip org. Candidates should have a Ph.D. in Physics and a strong commitment to undergraduate education. These two lines really serve to summarize the incoherent blithering that was jcr's post.Whoa, really? 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. We need to grow out of this bad legacy syndrome that we still have. on this one. 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). I asked them direct questions about what I needed to do to get the next promotion. 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. Ask your VP, give the benefits on transparency from your perspective, and ask their opinion. 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 Embrace whatever people are saying are your flaws. Is there a way one can dream of getting promoted in this noxious environment which is the oabg? I suggest understanding why it is "No" first, truthfully accepting the point-of-view as pissed off as it may make you, and then having a self-directed action-plan to get on track. Asshole managers aren't unknown at Apple [] The fact that you praise someone for "junk yard dog mode" shows me that Microsoft has a fundamentally broken corporate cultureThanks for a nice belly laugh to re-energize my morning. Microsoft Compensation Software Engineer $ 80K $ 225K Average Compensation: $101,338 Senior Cloud Software Engineer $ 90K $ 175K Average Compensation: $128,000 Principal Software Engineer $ 90K. As a member of the Microsoft UK Senior Leadership Team, Olaf leads Microsoft's retail and consumer goods . SAP, Go to company page Thanks to Mini for the great information. It's a knife fight to 63. Rather nice site you've got here. Doesn't matter 60 or 65, if you find the key to your boss, next level is in your pocket. In general, people are not leveled, jobs are. To the guy you said:I'd like to hear some more experiences from MCS. 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. There's this sort of nebulous "first you have to perform at level current+1 for a year, then you'll get promoted. How do you get the right job/work that will make the impact. 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. Find a way to make or save them money. YES, there are people who've been promoted due to politics. If you have potential and luck then you can achieve promotion velocity of one level every 18 months.Finally, heres my advice for who aspire for L62->L63 jump: Look around. right? But anyway, EOF for that angle. You can each help each other.I've gone from 59 to 65 so far, but maybe what worked for me won't work for you. It can be a really discouraging time in your career, but if you can get past it youre headed for another amazing growth curve like the one that got you to level 62! The technical and management ladder in Microsoft is highly competitive and is highly regarded in the Industry. -- 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 . There are so many reasons why things didn't happen in a given review cycle. I'm currently level 66 and started at level 59 (equivalent in old levels) 12 years ago. For technical and management track, the job level start from 57 and continues till 80. But the people in the team are below 65. Taking the easy escape out like that, you are more likely to get into the same situation at other companies. He himself is principal for quite sometime. Maybe you are ready, but you and your manager can plan what would be the assignment that would show that you're ready. 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. I sympathize with folks who feel they have been shafted however to quote a cliched saying: the common factor between you and all your problems is you. Promotion budgets of 65 and above has been kept intact.Can somebody from HR confirm this?If true then this post is quite untimely. L63 guys are supposed to influence their entire skip level org. Feedback is not detailed or actionable. I haven't talked to anyone internally that has anything good to say about it. And I appreciate you screening out the non-productive whining posts. And I'm hiring, yes, in this economy. I know there is always new hope that comes with new leadership, but there is also a restart too. L66 would be Principal or Sr Director. By persist, I do not mean being happy to be at the same <63 level for 3+ years for exmaple. Don't be the roadblock.