senior director microsoft level

In the beginning, I volunteered for these tough areas that no one else wanted and over time, my brand became the fix it guy. If you job simply doesn't scale to that next level - and many don't / can't - then you need to build rapport with your manager to have a focused career discussion about what roles are around to get you there and how you could land in one.2. The problem is you can't tell if you've done something to piss him off or if he's doing it because he has to. HC-freeze is already in motion, as is serioius savings in all FSC/COS - only thing still not explored is layoffs. And your list of bullet points on qualities of a 63-er is pretty much the short list I have boiled it down to. Outside of those two situations, I have never asked for a promotion. Keep your mouth shut most of the time (i.e. We all know how many architects there are but isn't Senior the same thing nowadays ? 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. What are the levels for non eng roles? If you have an itching to talk about something else, please go here: But Mini, I Want To Talk About Posted by Will they reach L63? 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). If you want the longest Microsoft career possible, why advance any faster than you have to. Then L64 took two years. Join the Levels.fyi community to chat with employees at Microsoft and other tech companies. .css-1odorsr{display:-webkit-inline-box;display:-webkit-inline-flex;display:-ms-inline-flexbox;display:inline-flex;-webkit-align-items:center;-webkit-box-align:center;-ms-flex-align:center;align-items:center;font-weight:700;}.css-1ln5qhx{-webkit-text-decoration:none;text-decoration:none;display:-webkit-inline-box;display:-webkit-inline-flex;display:-ms-inline-flexbox;display:inline-flex;-webkit-align-items:center;-webkit-box-align:center;-ms-flex-align:center;align-items:center;font-weight:700;}.css-1dmvvgc{margin:0;color:#0060b9;-webkit-text-decoration:none;text-decoration:none;display:-webkit-inline-box;display:-webkit-inline-flex;display:-ms-inline-flexbox;display:inline-flex;-webkit-align-items:center;-webkit-box-align:center;-ms-flex-align:center;align-items:center;font-weight:700;}Get your salary negotiated .css-1npej63{-webkit-user-select:none;-moz-user-select:none;-ms-user-select:none;user-select:none;width:1em;height:1em;display:inline-block;fill:currentColor;-webkit-flex-shrink:0;-ms-flex-negative:0;flex-shrink:0;-webkit-transition:fill 200ms cubic-bezier(0.4, 0, 0.2, 1) 0ms;transition:fill 200ms cubic-bezier(0.4, 0, 0.2, 1) 0ms;font-size:1.25rem;margin-left:-4px;}or your resume reviewed by the real experts - recruiters who do it daily. I'd like to see a transition plan from you in 2 days". Whenever his lead would ask him to do X he would refuse and insist on doing Y instead. Get yourself a formal or informal mentor who is already doing what you want to be doing. Dont compete with them. Years ago we had a dev on my team who was very high IQ and very driven, but was driving his lead nuts. If you are not at the top of your stack rank for your level, you will not get the promo. You should NOT be looking to get more money to stay in a job you don't like. 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. Leadership, for instance. Specifically, what did they accomplish, and what contributions do you see them doing to justify their promotion? Related Searches:All Senior Director Salaries|All Microsoft Salaries. I basically just hoped that hard work would get me ahead. Senior Director of Sales NEXT50 2022 - 6 Abu Dhabi, United Arab Emirates I am thrilled to announce that I started a new position as a Senior Director Of sales at Next50.. I am working towards it would say am there 75% of the way. Otherwise, you start getting limited reviews and your compensation goes down.Obviously there was no advice in this post, but I thought it was an interesting observation, and perhaps the company can learn something from this viewpoint. If you have your mnanager in your pocket, you cna achieve greate heights in life. What are other groups doing? At this point many people will ask how can I influence others if Im not their manager? Do you know why? If you send a brownbag invitation to your VP level group then you know your VP is getting it. I am a [sic] HR manager. Level 61 - overseas. Add your salary anonymously in less than 60 seconds and continue exploring all the data. L63 takes a bit longer but is also fast. I've been a 62 for too long by Microsoft standards. Owning big features, knowledge about code base, ability to help your peers - irrelevant. Many senior people, even VPs read this blog. If you think you will follow the management career path then get in such role as early as possible. 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 came from .NET (no longer there), and there were plenty of Senior IC PMs and Devs.Are you in Test, Marketing or Documentation? Senior-level employees have the most decision-making power at a company and are meant to provide leadership and guidance to employees with less seniority. great post mini. Everything else is irrelevent or works against your promotion. Leverage your professional network, and get hired. The estimated total pay for a Senior Director at Microsoft is $500,742 per year. New Senior Director Human Resources jobs added daily. The person who puts you up for promotion and has promotion conversations with your skip level. then do you know what more you need to do? 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." Rather nice site you've got here. 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. Typically if you can accomplish only 5 such improvements, it would be hard for your manager not to consider you for next step. I also agree with the promotion-on-transfer point. One, we bill customers higher for higher levels and we call everyone 'highly experienced' or even an 'architect'. I have some colleagues now stuck with a career that they dont really want because they move up too much. So once again, a big part of your job is learning how to become a ninja at firguring out what your management wants from you -- even when they haven't articulated it in any kind of measurable way -- and then doing it. What is our competition doing? 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. Anyone moved from Office to some other part of company? What's worse is the noise this creates. So if you want a promotion and don't get it: drop everything you are doing now and start working on your promotion, i.e. The way to get to a higher level is to increase the scope of your contributions.In our group (somewhere in STB), L63 seems to begin with having at least 2 reports. You havent [sic] seen nothing [sic] yet. 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. Aren't those the things you are best at? They are 100% star material. By contrast, most directors don't have their own budgets, but need approvals from their VP to do just about anything. It turns out that typically your immediate manager has little control, it's all decided at higher levels. Their self criticism spurs them to improve. Don't be the roadblock. In this scenario, the senior director might have more responsibilities and be in charge of a larger part of the organization than a typical director. You don't get your money by snatching it out of Google or Apple's hands, you get it by convincing your customers to hand it to you.Do you want to know why Vista is such an unmitigated disaster? This is a discussion to foster debate and by no means an enactment of policy-violation. I haven't seen one single person getting hired below L63 in my group during last year. 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. I have also always looked for those problems (opportunities). Alternately, you can increase the scope of your own job and justify an increased level.So the only real question is, what do you need to do differently at the higher level? 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. Regarding the comment about the ability to own a room - This is a very good self-calibration technique. Do a search for people in those groups in NYC area and check their status to see who is hiring. 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. >Apple's about to ship Snow Leopard with no new features. Maybe one boss likes to see a lot of code written, and another settles for less code, but fewer bugs. 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. :). Don't make promises to follow up on things and then let them drop. 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? Mini himself is quite high level and knowledgable. How about a thread on the current hiring/moving freeze, or on surviving the New Ice Age? Isn't morale over the holidays going to be just wonderful? And I'm hiring, yes, in this economy. This is a problem, at least up to level 65. I've been hearing some stealth layoffs around the SQL and BOSG groups, around 70+ people were given 6(?) They know that if the team does well, they will do fine.5. So I cultivate relationships with my manager's peers; their support helps tremendously. And to your boss. I am offered a job at L65 and job offer has a title Director on it! However, the results show that the vast majority of dev/test/pm will make level 63 and in a reasonable timeframe. If the answer for you is "No" and you don't like that, well, what are you going to do? It is possible to get promoted out of a desire to be promoted. Of course not. 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? Any suggestions on how to focus on this. You know you want to get to that other bar, but that chasm in between is fraught with risk. Can any reader in Corp Sales Excellence(SMS&P) privide guidance on how to grow from 63 to 64 in that group. They don't survive long while others who do little move up. But that doesn't really help you compete when you don't know what everyone else is doing, particularily if you think you're doing well.Further, it's hard to get specific advice on how to get promoted, due to said black wall. I haven't talked to anyone internally that has anything good to say about it. From my perspective (L67) here's what you need to nail:1. One of my august colleges uses the analogy of a trapeze artist. She partners very closely with colleagues to develop and drive the people strategy across the UK GEO. My queries on any specific guidance would get no response or the response that youre a 62 and you should be able to figure it out. Because, IMO, that is the jist of jcr's post. What advice do you need? I'm there. 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. I think one of the things that is frustrating is how opaque the promotion system really is. I am a HR manager. Given that quite a few Microsofties are going to find themselves locked into their current group for a while, the ability to succeed by swinging on the vines to a new group is going to be rare. Microsoft Compensation Software Engineer $ 80K $ 225K Average Compensation: $101,338 Senior Cloud Software Engineer $ 90K $ 175K Average Compensation: $128,000 Principal Software Engineer $ 90K. Skip-levels will not tolerate people who are not team players.Finally if your manager is new or at your level, the strategy is the same. In this testing times what will motivate the mgr to put you ahead of him/hers? 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). For instance, software development engineers generally come in at Level 59,. "Next, I believe this post will most likely be useful for those who entered MS as intern/college hires. You're cursed for life.2. I am not saying the manager is trying to sabotage, but when push comes to shove will you get the impactful project.

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