Susan O'Neill - Commercial Director, Australia - Microsoft | LinkedIn Seek out local critique before you approach people above you. 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. great post mini. Or - are they going to take the easy path and sack people in Europe and Asia? 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. My experience, I joined MSFT at 63 and in 3.5 years I am at 65. So I guess I know what it takes go get to level 63. Embrace whatever people are saying are your flaws. I spent 5 years on level 61. Then do it.Yeah yeah, that's an oversimplification. 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? agree with positive suggestions here. Amazon All of us have been asked to move to India by our parent company. Microsoft Senior Director Software Engineering Manager Compensation Many 62s (and 63s) make substantially more than 64s. 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? Most gravitate to safe work that's in their comfort zone or work they enjoy. L65 took four years. 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_. . Your boss is the way to your promotion no matter where, what and when. Key member of the senior management team contributing to the formulation of the company's future direction and supporting tactical initiatives Drive the annual budget process, monthly. That figures. When you see a bozo who is L65 it is highly likely that he had joined MS recently at L64-L65 directly.Here's biggest difference in expectations between levels: The L62 guys are supposed to be able to lead their feature and perhaps influence couple of related features by spreading their best practices. There are tons of Principles and L64s anyone can immediately recall who are not doing anything above or beyond their immediate teams. Amy Hood. There certainly doesn't seem to be any shortage of people wanting in. Establish SD/VSTF branching steering committee and send out monthly report. The "how" now has broader impact. After I became a lead & manager, I was given a team in turmoil after a re-org and straightened that out. Could somebody please confirm or deny this. If that means doing something you don't want to do, you might need a different manager (or company). What does that look like in your mind? Flip on the klaxons! Understand that promos aren't an exact formula. By doing this they are short circuiting the feedback loop and thereby preventing themselves from improving. I'm an SDE, so a large part of my time in the product cycle is spent fixing bugs. Perhaps someone can explain to me how you get successfully promoted without your boss's support. This is usually how teams start to rot from the inside. I also agree with the promotion-on-transfer point. This makes it very easy to feel underleveled, because the 6 people that started 3 weeks before you might take up the 2 promotion spots available per year for 3 years (numbers all made up).You also, at least in my experience, aren't really given feedback on when you're performing at a level that *could* be promoted. I think folks like that are the one-offs who slipped by and most likely (given the scrutiny I see more and more) certainly wouldn't slip by today. Greg Armand - Sales Director Canadian OEM and Strategic - LinkedIn Technical excellence alone will not generate success.Authority. If your boss isn't banging his fist on the table for you, it won't happen. I can vouch for the efficacy of this mantra.MS definitely does a good enough job on career progression and offering diverse options. Leverage your professional network, and get hired. Julien Belin - Senior Director Global Supply Chain - LinkedIn Healthcare is the most common skill found on a senior director resume. It doesn't matter what you want - you aren't the one deciding when you get promoted. This is a really awesome post. But it is also clear that there are places at Microsoft where these skills are not required until higher.I have a 62 test somehow make it to dev with mediocre dev skills, social skills limited to indifference or hostility, who managed to delegate most of the hard work to a smart kid hired to work with him and he made it to 63. Of course not. How about a thread on the current hiring/moving freeze, or on surviving the New Ice Age? You have to strive to get the KEY to the boss's heart and brain. Starting to reach out and grab some of what you would be doing with a bigger scope/higher level.An earlier poster said it. That's why Microsoft is pissing away the monopoly that you inherited from IBM. 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. Its above level 64 that things get tough, but getting to 64 isn't difficult. From my perspective (L67) here's what you need to nail:1. I know devs who got in at the wrong level and paying the price because they didnt negotiate their level correctly when they joined. Joanna Reijgersberg-Siew - Senior Director, AI & IoT Practice lead Learn How to State Your Case and Earn Your Raise, Climb the Ladder With These Proven Promotion Tips, A Guide to Negotiating the Salary You Deserve, How to Prepare for Your Interview and Land the Job. Get a free, personalized salary estimate based on today's job market. 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. keep in mind mentors are not one size fit's all. 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. It can help you identify blind spots which may be holding you back.7. So, for those of you who are in orgs where it's 'easy' to get to L63 or L64 - think about transferring out BEFORE you get too high a level and paint yourself into a corner. 3. For context, I have always been "exceeded" or "high achieved", If you want to dig a bit more around job titles which gives you an idea of someones level or the dispersion of a team, remember that the title you see in Outlook is not the real title, its just the address book title. SQL is one of the groups that has consistently delivered quality and growth. Shock and awe awaits. Microsoft If only your manager knows you then it is unlikely (at least on paper) that you will move beyond L62. 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? When I was an IC, it was tough technical problems or simply critical problems that no one else wanted. Maybe one boss likes to see a lot of code written, and another settles for less code, but fewer bugs. I'm not looking for any off-topic comments let alone woe-be-me comments - remember that slap thing? 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. When I mastered the above -- and when I had partner teams widely viewed as difficult or bad partners coming to my GM and singing my praises as the go-to guy, *that* is when I became a Principal. There are so many reasons why things didn't happen in a given review cycle. You can forge a great partnership and accomplish a lot. If you are within striking distance of level 63 in the next few years, then consider yourself VERY fortunate. The job is the same, just the levelling differs. 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? Experienced Digital Transformation & creative leader with a strong executive presence, experienced in creating value, building relationships & consensus across board-level client executives that . Here are some things from my perspective.1. But if you can collaborate with others you can help accomplish much more than youll ever be able to accomplish individually. Framed on my former VP's wall:"High-level guys are low-level guys that don't whine.". The education qualifications required for various roles for Technical track are: The highest job title in management track in Microsoft is "Vice President (VP)". Oracle. At a intl sub level a 63 is two ic to the GM. For those impatient folks who want to move up every 18 months, watch out. I want to share some of my thoughts about succeeding at Microsoft and reaching Level 63, the Senior contributor level at Microsoft. I am a [sic] HR manager. Because when it comes time to roll people out of the team (as teams do from time to time) this "No, never" a marker that is used to help figure out who - at I and II CSP levels - is either on-track or out. This way I can be in a better position to show that I am a "absolutely!" Finally make sure you note how things were improved in your and other groups by your new strategy in commitments review. In short there are lot many ways to influence others and infect the best ones are not being a manager :). 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. Up to that point the "what" you accomplish can get you pretty far and you get some wiggly room on the how. Being a TS can work the same way. 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. 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? It is a dream company for many people. It's what you can offer, not what you want out of it that most teams are looking for. L65 here, worked up from L59 (actually, 10 in the old system).The key is always to keep your eye on the goal. Buy a Principal a coffee. I am a troll. Help make it more accurate by adding yours. Your best bet is to help your boss get a promotion. What got you here ain't gonna get you there. .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.

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