Get yourself a formal or informal mentor who is already doing what you want to be doing. As HR Director, Claire helps drive the outstanding business impact, cultural transformation, and growth of Microsoft in the UK. Mini: Great topic! It turns out that typically your immediate manager has little control, it's all decided at higher levels. Ugh, not good, not good at all.>Finance is cutting 10% of work force. Moved to a role where I could see headroom and also where I could set specific commits and accountabilities with the GM, which I then exceeded and moved to L63 in '04. To go to L60 as an IC you need to show leadership in your group, proactivity in taking new challenges which affect the success of the group, and be a SME on your tech area (if in a tech role).L61 = M1 of a medium sized team or an IC role which influences the results of a v-team significantlyL62 = M2 or M1 of a large team, or a lead role for a large cross-group initiative (e.g. Third, working on that weakness DAILY (but not exclusively) until they overcome it. My boss even made mistakes. I'm an SDE, so a large part of my time in the product cycle is spent fixing bugs. Yes, "soft skills" count. The "Most Likely Range" represents values that exist within the 25th and 75th percentile of all pay data available for this role. All of us have been asked to move to India by our parent company. If you push too hard or threaten to leave, you will be written off immediately. Go and restart in another org and dig through their historical biz and people stability during your informationals. Candidates with evidence of effective teaching will be given preference. L6 =64-65. Raymond V. Gilmartin 3,4 Former Chairman, President, Chief Executive Officer, Merck & Co., Inc. W. Reed Hastings 3 However good your manager is, she or he is still a human with insecurities and ego. YES, there are people who are awful at all three and still succeed. How long do people usually sit at L62 in MCS? If youre working individually there is an upper limit on how much you can accomplish since there are only 24 hours in a day some of which must be devoted to eating, sleeping, and other bodily functions. 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. 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. Years ago we had a dev on my team who was very high IQ and very driven, but was driving his lead nuts. Attack problems within your own areas of influence proactively and generate that same good vibe among peers. 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. I was let go from Microsoft recently. Promotion budgets of 65 and above has been kept intact.Where did you hear this? This is a problem, at least up to level 65. Good managers: In general, good managers realize that they need to sell their team's accomplishments. Why does the company reward and keep these numbskull managers that hold people back? 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. I'm surprised it lasted as long as it did in some ways. Don't be afraid to talk to your skip level manager regularly in such a situation, not to get promoted but because he can better help you grow.4. Two years ago I realized that the MS treadmill (trying to become what my dysfunctional manager wanted) was making me nuts. About 1/2 the team is staying, the other half is going to a number of different teams within the larger org. All the money making groups cut 10% of the work force. And to your boss. For some teams - especially those like Office with few departures release-to-release resulting in level compression - that's a rough bunch. They just plain resonate. The skills are different, and part of the failure of this company is exactly due to losing star individual contributors that become mediocre leads, in all disciplines. For example, when I joined MS in 1990 there were 6 devs working on the first version of Word for Windows. Take it because it plays to your strengths. Director of Business Development for ATALIAN Global Services, in a senior leadership role based in Singapore driving sustainable growth in Asia. If so, then you're going to have a hard time finding senior IC spots anywhere. 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. 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. Just like a lot of folks have a fetish to be managers even when it is against their natures.Having said this, consider which is better: a) Rushing through the levels and to be stuck in 64 for ages (to be Kim'd is especially painful here) - think Sarah Palin orb) Going through the levels at a healthy pace, getting far deep into the salary ranges that will assure higher pay when the new levels come. I /like/ OneCare. Level 61 - overseas. Fourth, repeat ad infinitum. 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 My experience is a constant melee of *every* single person trying to influence cross-group. Senior Director Levels at Microsoft 63 Senior Manager SDE Lead 64 Principal EM Principal Director of Engineering 65 Show 7 More Levels United States Average Total Compensation $515,638 Base Salary $243,377 Stock Grant (/yr) $194,043 Bonus $78,217 Get Paid, Not Played That is the guy to beat. They will have thought this out. With wide-eyed wonder he asked WHAT? I said whatever the @#$% your manager most needs you to do!6. The Job titles for this position are: Following is the complete list of Job levels at Microsoft: The highest job title in technical track in Microsoft is "Technical Fellow". 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. We in general hire very smart people who can figure it out. L65 took four years. The reason: there are a number of factors of success that are common at all levels (see #6 and #7 below). Wouldnt my manager get annoyed if I try to go over him to get myself know to VP? also work is good only when it leads to results that typically means team's success. Things get thrown your way and you knock each and everyone of the challenges out of the park. Thats why L64->L65 transition is so hard. Additionally, a Level 62 doesn't really have the tools to evaluate and sell a promotion to a 63. I think it's safe to say that I "own" the group of people under L63 in my group, but I usually take that as an opportunity for mentorship as opposed to an opportunity to poach someone else's cool project. The "how" now has broader impact. 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. My promotion to 63 came not when I helped my group out of one of their many nightmares but when I helped an uncle. All these comments apply generally to any matured company and life in general. Then, he told those have been canceled. Wow. Normally this is acceptable but right now i smell lawsuit. I spend a long time a 61 about 4.5 years mostly because I changed groups alot. Candidates should have a Ph.D. in Physics and a strong commitment to undergraduate education. 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. I drove my 59-62 agenda with an iron fist and it didn't matter so much that I didn't play well with others or work to help other teams who were struggling.I became a manager during that time and had a year of major hiccups while trying to break through to 63 -- all of a sudden the fact that I was a unilateral force was working *against* me and not for me. Its a natural consequence of the learning curve. And the place where MS has the most non-contributing overheads is Redmond. Thanks to Mini for the great information. The microsoft people have already decided you're not a good 'fit'. My manager told me a while ago that I was about to get one. Well, what about everyone else? 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. Many 62s (and 63s) make substantially more than 64s. You have to enjoy it, or else it'll come across as insincere, and you'll do a half assed job. There's a reason why they had the kind of brand loyalty that Microsoft can only dream of.Success in business comes from serving your customers, not about beating your competition. I take a creative approach to accelerating business transformation as a . "Now that the Annual review is approaching"You're probably too late already. I'm currently level 66 and started at level 59 (equivalent in old levels) 12 years ago. If you are in office, you will have lots of experience promoting people up to 62 but after that it's a rare event. That's not going to change in six months (which I learned). And you know something? right? Jobs are leveled, not people - make sure the job you have includes the scope needed for the level you want. Great topic. It is a dream company for many people. Don't make promises to follow up on things and then let them drop. Buy a Principal a coffee. 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. They have commitments to grow their employees. At the end of the day its about $$ and in reality levels mean nothing if your getting paid crap. I've been hearing some stealth layoffs around the SQL and BOSG groups, around 70+ people were given 6(?) It going to be more about survival in the current business climate. Add your salary anonymously in less than 60 seconds and continue exploring all the data.
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