I received my performance evaluation and it is the best one I have ever gotten. Why? It's because I work remotely. My compensation and WLB is outstanding and I don't have to deal with all the insufferable BS of commuting to an office to work in a soul crushing environment. All of my energy is devoted to creating high value analytical products. My bosses see that value and leave me alone to do what I do. I think return to office mandates come from insecure micromanagers with small hands.

Performance reviews coming up. I’ve been told I’m underpaid. But also, many things about the firm I’m at have been less than stellar. Nothing but poor quality “hot potato” type cases being fed to me, lack of advancement despite solid performance, etc. I want to impart that I’m very unhappy with many things, but don’t want to seem like a flight risk to where they’d just start looking for a replacement. I also feel like if I’m not stern, I’ll get steamrolled. Any advice?

When organizations fail to benchmark compensation against the market, they unintentionally create the perfect conditions for their best people to look elsewhere. Not because they want to leave, but because they feel undervalued in a landscape where their skills are in high demand. Do you think your company benchmarks compensation competitively? I feel like my company used to but the bench marking efforts have fallen by the wayside. thoughts?

Hi! curious to get some benchmarks here. What’s considered a “normal” vs “great” total comp if I were to leave tech and return to consulting? I have ~5 years of experience (50/50 industry and consulting) and would likely re-enter just below manager level. I’m especially interested in data points for boutique firms, since Glassdoor hasn’t been much help with the vague titles and wide TC ranges. Appreciate any insights! Thanks!

Do you ever feel like the technical screens are harder than the actual jobs? I’ve done interviews where I’m solving complex algorithms under pressure with strangers watching, yet my real-world work is debugging, reviewing code, and shipping features. It makes me question whether these tests measure ability or just test anxiety tolerance. Kind of annoyed with how much of this I've had to put up with during the job search.

Hi all — looking for some comp benchmarks. What’s a fair package in NYC for a Head of Data & AI / Data & AI Lead with ~18 years of experience at a firm like Carlyle Group (or equivalent in private equity / asset management)? Specifically: Base salary Annual bonus % RSUs / equity Would really appreciate any insights from folks who’ve seen or negotiated offers at this level This is for VP position

Hi everyone, I'm currently benchmarking employee benefits across exchange and trading platforms. If you have experience in this space, I'd love to hear your insights on: 1) Annual Leave (range) 2) Bonus practices 3) Medical/ wellness benefits 4) Work flexibility 5) Any standout perks General insights or ranges are totally fine - nothing confidential needed Thank you!

What is the benchmark for vacation time? I am a chemical technician with 2 years of experience, and roughly 60K a year. I currently have 2 weeks (10 days) for the year. I heard that new people who were just hired are receiving 3 weeks (15 days), I would like to discuss with HR on how I can get more days. What is the best way to approach that?

Company sent out salary benchmarking data… but somehow none of us are near the median. The chart said the average comp for our roles was $160k. I’m at $122k. A few teammates said the same. It almost feels like they’re flexing instead of addressing gaps. Do internal benchmarks actually drive change or just deflect accountability?

My husband and I were comparing notes and with a few solid data points around time and cost savings, we’ve both been able to secure promotions with a > 20% raise in the last two years. What data or benchmarks have you found most convincing when negotiating pay? How do you prove value without direct financial impact?