March 24th, 2009

Salary Freezes at Intel; Employees Show Satisfaction with Compensation

Posted by • March 24th, 2009 • 1 Comment

In an effort to stay afloat in today’s economy, many companies are now turning to salary freezes– either in lieu of or in addition to lay-offs. As a case in point, Intel announced salary freezes yesterday across the board, from the CEO on down. This follows the mass lay-offs of 6,000 people at Intel that occurred in January.

While it seems as though Intel is trying to do right by their employees with this salary freeze, to avoid laying-off more folks, it will be interesting to see how employees respond. Take a look below at how current Intel employees evaluate the company, its compensation & benefits and the CEO. We observe that employees are relatively satisfied but how will this change as a result of this action?

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February’s Review of the Month

Posted by • March 20th, 2009 • 10 Comments

Recently when we have selected the winning Glassdoor Job Review of the Month, we look for reviews that offer other employees a well-rounded perspective about the job and/or the company. But, February’s winner offers our readers and community members something slightly different. The winner of the February Review of the Month, a Yahoo! Engineering Manager in Sunnyvale, CA, gives feedback that is not only valuable to employees but equally useful to the employer. In the job and company review, you’ll find some insights on what could make Yahoo more satisfying to work at and perhaps a more successful Internet search and navigation services company. 

Given that Yahoo! has a new CEO at its helm, the tips that this one employee has to offer may come at an ideal time as the company is looking to reinvigorate its business. Carol Bartz, the CEO of Yahoo, receives a moderate 62% approval rating – this rating may improve if she takes some of the following employee feedback: 

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Staying Competitive: Tips for Interviewing in Today’s Market

Posted by • March 19th, 2009 • 42 Comments

It doesn’t take a PhD economist to know that supply and demand create all kinds of different outcomes.  The job market is no different.  We are now in the stage of what I call an “arrogance of supply” – meaning companies are more often looking for “the perfect fit” rather than hiring “the best athlete” who can be trained to become the right fit. When unemployment is low, companies embrace the “best athlete” model of hiring where they will take a chance on a person who is smart, ambitious, accomplished and shares the values of the corporation.  Best athletes are people who employers would say, “have all the right stuff, now let’s train them to do what we need them to do.” In times like these with oversupply, companies often lose their progressive thinking and adopt an attitude that each and every person must be “the perfect fit.” This means it is more important than ever to stand out and be unique in a job interviews because if you aren’t a “perfect fit” you aren’t going to get the job.

Here are five ideas for you, beyond the standard advice, that can make you stand out from the rest:

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Sun Finds a Buyer: Is Anyone Surprised?

Posted by • March 18th, 2009 • 41 Comments

WSJ reported IBM is considering a $6.5 billion cash bid for Sun, a nearly 100 percent premium to its Tuesday close. Sun had reportedly been shopping itself to larger rivals for some time. 

Reviews show that a potential buyout was not exactly a well-kept secret… 

A marketing manager at Sun recently reported on Glassdoor.com that “Sun is now becoming a fading light and is slowly eroding. It is being overshawdowed by IBM, HP and others.” In addition a Sun Product Manager describes the company as “A Shadow of its former self” 

Also it’s interesting to note that Sun’s CEO Jonathan Swartz is among the 50 lowest rated CEOs (with at least 25 reviews) based on employee feedback.

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Apple Envy? RIM and Nokia Employees Dish

Posted by • March 17th, 2009 • 15 Comments

Yesterday, we took a look at competitor envy between Google and Yahoo, but today we turn our attention to those operating within mobile industry: Apple, RIM, Nokia. We wanted to find out if there is any correlation between their company ratings, CEO ratings and competitive chatter among these three mobile manufacturers.

When it comes to mentions of competitors among these three respective mobile manufacturers in the reviews at Glassdoor, we found that Apple is the only company of the three where employers don’t mention the competition. And even though it was reported last week that Nokia holds the largest market share among this list, the competition is creeping towards them so it’s no surprise that they also show the most concern. We found that in the Nokia reviews, employees mentioned both Apple and RIM. Whereas RIM employees, only express concern over Apple.

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Google Stays at #1: Do Yahoos Have G envy?

Posted by • March 16th, 2009 • 6 Comments

You may have caught in the news that Google continues to reign supreme in terms of search. In a recent study by comScore, Americans used Google for 63.3 percent of all searches, up 0.3 percent from January, with 8.3 billion core searches.  

As we chatted about this at Glassdoor, Tim — a former Yahoo employee – talked about how the competition between Google and Yahoo was a source of constant internal discussion: How can we be better than Google? What services can we push harder to beat out Google? What is Google doing that we’re not? And so it would go.  

But does the same happen at Google? Are they equally concerned about Yahoo or are they preoccupied with other things? 

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AOL Changes Guard: Employee Insights to new CEO Tim Armstrong

Posted by • March 13th, 2009 • 3 Comments

AOL’s CEO Randy Falco has left the building and it will be interesting to watch how the new CEO Tim Armstrong, a former Google advertising sales executive, will be received by employees. For the past several months, Falco has been on our CEO Watch List as one of the lowest rated CEOs on Glassdoor.com (w/ at least 25 or more reviews). At the time of the announcement, Falco had a 13% approval rating and 64% disapproval rating.  One has to ask if the writing was on the wall for Falco when we observe that his approval rating continued to sink. 

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Roche and Genentech Seal the Deal

Posted by • March 12th, 2009 • 12 Comments

Swiss pharmaceutical giant Roche agreed to pay $46.8 billion to buy the 44 percent of biotech pioneer Genentech that it doesn’t already own, ending a long corporate struggle with its U.S.-based cancer drug partner.

A Roche Research Associate commented “Company is losing plenty of talent due to their Genentech offer.”

See what other employees had to say in the days leading up to the final bid.

Roche said its Pharma commercial operations in the U.S. will be moved from Nutley, N.J., to Genentech’s site in South San Francisco, which will become headquarters of the combined company’s U.S. commercial operations in pharmaceuticals and operate under the Genentech name. In addition, Roche stated that research and early development will operate as an independent center within Roche from its existing campus in South San Francisco.

How will employees be impacted with this merger moving forward?

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Tips on How to Approach Suspected Pay Inequity

Posted by • March 11th, 2009 • 2,105 Comments

Glassdoor’s recent analysis on the gender pay gap in the engineering sector raises important questions that should be answered by both employers and employees. As Glassdoor pointed out, the data doesn’t give a tremendous amount of insight into elements that may be behind the numbers – like someone’s performance reviews or special skills – but it does provide helpful inputs to gather information and foster more meaningful conversations between talent/employees and employers.

(Since the equal pay act was passed, this is specifically important to women) If you are in the engineering field or suspect you may be paid less than your peers, you have every right to ask the “why” questions and make an inquiry of your supervisor/manager.  As someone who has sat on the employer side for many years, I can tell you that many things like performance ratings, practical experience or skill set, seniority and even something like location, will often affect overall compensation packages.  And most of these are invisible to anyone other than the manager, HR and the specific employee. The challenge is to wade through what’s performance, skill-related or retention-based inequities versus the things outside of an employee’s control.  For example, Lilly Ledbetter was doing the ...

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Engineering Pay Gap? Glassdoor Reveals Many Women Engineers Earn Less than Men

Posted by • March 10th, 2009 • 2,819 Comments
Gender pay gap in engineering

Many women engineers1 earn less than their male counterparts and the pay gap widens as years of experience increases, according to a recent analysis of more than 4,700 salary reports submitted anonymously on Glassdoor.com by people in the engineering field, of which 70% are male and 30% are female.  The analysis revealed that women engineers earn 96.7% of what men earn early in their careers (0-3 years experience), and earn 89.1% of what their male counterparts earn when both genders have more than 10 years experience.  This means that the average compensation for a male engineer with less than three years of experience is $70,533 while women with the same experience earn less ($68,237). For those with 10 or more years, men make an average of $111,877 while women typically make $99,733.  That can easily equate to hundreds of thousands  of dollars throughout a career.

Bonus Gap is Bigger

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