#compensation

Anyone else see the stocks that all the execs got? It's crazy that they are laying people off in different BUs, changing the variable comp goal posts, and bringing in McKenzie over and over and they still get that bonus. Are we all just happy with a job and .9 VC instead of demanding better? Feels like they are asking for unions with this BS.

You ain’t nothing without us! You don’t need no raises no 401k or anything. You need to worry about us cuz we
Dont care bout you at all. Company fire you for putting up a fight. We good. Thanks Moe for explaingrhat juniors hires ain’t worth nothin

Anyone know how to find salary ranges for specific roles here? And does location change the number? Thanks.

I'll go first. Six percent one time. That's it.

Downgrading again of credit rating. Poor results. Low employee morale. Late implementation of integration activities (all sales were supposed to be on new CRM by April now it is only the US). Moving people to low-cost location but they can’t or won’t recruit in time. CFO who presided over millions of loss in LEX. Confusion over new organisation. No clear communication of who is doing what and new process. Unethical practices with suppliers and no paying them. CMO flying all over the world for no reason and yet no inflation raises for anyone. Inconsistent AI strategy. Unclear compensation plans. Stock declining. There may be other things ….

2024 - Global KPIs 70% = payout 174.51%
2025 - Global KPIs 70% = payout 140%

Clever accounting ?

Given that RSUs are W2 income & taxed as such, it is very possible that an RSU could end up costing money (lowering one's net income): when It is taxed when the stock is high (at vesting) and then later value of the stock could be so low that it is less than the taxes paid originally.
And when selling it, the losses can be offset against W2 income with at most $3K/year.
Moral of the story: If the stock is high(ish) on the RSU vesting date: Sell all of it right away.
(I guess one could also opt for stock options instead of RSUs)
Disclaimer: IANAL/IANATP
Also: I know this is strictly not on topic

When do we get our bonuses this year?

https://www.theguardian.com/business/2026/mar/12/shell-ceo-pay-jumps-despite-slump-in-oil-firm-profits-wael-sawan

2025 10-K just published on SEC.gov. See for yourself, page 82 for executive compensation.

PP - $28M
AM - $21M
KC - $22M
DC - $19M
KJ - $21M
FL - $21M

$132M among 6 people. Unreal.

Some of the news feeds reporting 18 months and other generous offerings?

How is it that a bargaining unit in New Jersey gets 5% a year for 3 years (plus a sign-on bonus of 1% each year for a total of 18%) ???
I got a lousy 2.5% ! Most people got 2 - 3%.
Obviously the New Jersey crime syndicate is alive and well in that union.

Alright! This is neither a whining post nor a show off post. This post is for my own knowledge so can make an educated decision about moving within dell or outside of dell. I was given a 4% raise and RSU 30k this year and I’m sitting at about 155k base pay as a i9 in Texas.

I personally feel after being here for 9yrs and being one of the top performer, I should have gotten more than just 4% raise and 100% bonus. So I’m trying to understand what the avg i9 in Services make so I get an idea of me being underpaid or is it just where I need to be.

What's a fair acceptable range for SVP role in Tampa for a senior person? I know this is a sinking ship and its a temporary boat for me.

Ranges posted are 155 to 230k and most of them are willing to pay around 155. Why post the range so high if they don't want to pay?

Did they give RSUs this time??? I was told 2.5 percent is the highest in org this time around lol

Looks like wells botched severance lump sum payouts and is sending out checks and letters for those who were underpaid.

So if you sell more and advance over 100% one gets penalized. Short and simple summary. So sell to only reach 100% after doing your “8”, then hit the “gate”. If they ask to “Sell”, then be like : HA HAAAAA MOFOS!! 🤣🤣🤣

I read where it will be voted in soon. I see some speculation with the average payouts. Does anyone have any idea how much a long term premier baker may receive?

Is it true, if you get a promotion (going from p2 to p3 let’s say) and your salary is already in the p3 band, you will not get a raise?

Anyone see the disclosures of the C suite pay? Some notes

1. GK got about $17MM. AC $19MM. Note GK’s pay went up 60%!!!
2. They were reimbursed about $150k for personal financial planning.
3. Gunjan was reimbursed $300k for her housing here, commuting back to her home state and personal use of private jet
4. AC still got $8k of personal home security paid for
5. Jodi got a THREE MILLION DOLLAR retention bonus

Meanwhile everyone else gets a 3% bump tops, 20% no raises and they actually wonder why trust in the MC is low? Kinda funny actually.

https://d18rn0p25nwr6d.cloudfront.net/CIK-0000036104/39f53130-145f-4bed-bfad-5ad9c29f97e8.pdf

I’m curious to hear from people who read or post in this forum, what are your reasons for not liking Truist as a place to work? I’d appreciate specific examples if you’re willing to share.

Personally, I’ve been with the company for several years, and overall I think the compensation and benefits are decent. My main frustration, though, is the lack of real career progression. When I first joined Truist, the position I’m in now lined up well with my long-term career goals. It gave me the chance to gain meaningful experience in a field I’m genuinely interested in and want to keep developing in.

That said, after being here for quite a while, I’ve felt stuck. It seems like I’ve been pigeonholed into my current role. Year after year, performance reviews with my manager talk about growth and advancement, but in reality they’ve felt more like lip service than a clear path toward moving up.

What makes it more frustrating is that I previously worked for several years at another bank in a role that would essentially be the next step for me. So I already have experience at that level. At Truist, however, that same role would be considered more of a lateral move, meaning there wouldn’t really be a pay increase.

Because of that, it feels like the best option for my career growth and for earning more would be to leave Truist and continue my professional journey somewhere else.

Anyway, sorry for the long rant. I’m just interested in hearing what reasons others have for feeling dissatisfied working at Truist?

For those from legacy Ansys, how did bonuses change 2026 vs 2025 ?
Trying to get a sense if they went up, down, or stayed roughly the same.
US / APAC / EMEA ?

Are you all ready for the 2025 10-K to come out in a few days and see PP and the soulless ghoul squad all getting another 8-15%+ bump.

Our hollow shell of a MP is about to make $30-33M+ and the rest of her sycophant cronies $20-25M+!!!

But we need to manage our costs and get more efficient folks!!!!

https://www.beckerspayer.com/workforce/humanas-5-highest-paid-execs-in-2025/?origin=PayerE&utm_source=PayerE&utm_medium=email&utm_content=newsletter&oly_enc_id=5934G3746101A9J

Unless Nike cuts down paying the ridiculous amount of money to corporate/tech employees, it is hard to balance the books with how much sales are happening. It needs to take just one-shot, and clean the mess of both cost and productivity, and a clean restart/resuscitate, but unfortunately, what is happening now is the slow and prolonged death. A typical principal costs approx $400 to 450k for Nike, in some case, as much as $500k for a shoe company, well for a niche shoe company - (bonus, espp, bonus, stock awards, medical, 401k, and other benefit) and it is paying as much as a tech company, and more in some cases for the same role. Typically, the going price for a principal can be cut down to half of this, even if they outsource it to outside of Oregon within US...and when it goes to ITC, it will be just a tiny tiny drop in the whole bucket of money... and yes, the stock price may possibly pick up at that point...and it is unfathomable even to speak about the total package cost to the company for directors, sr directors, svps, vps, who are just layers after layers who all - never do the right thing and never do anything!

Wells Fargo Net Income (2025): Approximately $21.3 billion,

Wells Fargo CEO and Chairman Charlie Scharf was awarded a $40 million compensation package for the 2025 performance year, a 28% increase from the $31.2 million he received in 2024

Wells Fargo & Company's (WFC) market capitalization as of December 31, 2025, was approximately $288.23 billion.

VS.

NVIDIA's net income for the full fiscal year 2025 (ending January 26, 2025) was $72.88 billion. In fiscal 2025 (ending early 2025), Nvidia CEO Jensen Huang’s total compensation package was approximately $49.9 million, driven heavily by stock awards. 

On December 31, 2025, NVIDIA's (NVDA) market capitalization was approximately $4.53 trillion,

Effective 4/1 , every reps account assignments will be slimmed down to 20-40 accounts in total. The remainder will be moved to inside sales. Expect more layoffs, compensation will be moved to net new client acquisition (make the same but you have to convince new businesses to work with this horrendous business - in other words , make a lot less). Good luck everyone. I feel sorry for all the great customers that will no longer have the coverage they need to support them. This is embarrassing.

Has anyone who was let go on the 19th received the email with the info on their bonus payout yet?

The one advantage this company always had was flexibility. Even before COVID people weren’t chained to a desk five days a week. That trust made the job sustainable and made people willing to go the extra mile.

Now that flexibility is gone. And with it, the one thing that actually differentiated this place.

Instead of motivating people, a strict five-day RTO mandate has created the exact opposite effect. High performers stop going above and beyond, while mediocre performers can hide behind a badge swipe and eight hours of “presence.” When attendance becomes the metric, you get attendance.

At the same time, compensation here isn’t truly market based. Raises and bonuses are largely blanket treatments, so individual effort barely changes the outcome. When results aren’t meaningfully rewarded and flexibility is taken away, the incentive becomes obvious: do the minimum and check the box.

Meanwhile the industry has already moved on. WFH and hybrid are now the standard across tech, telecom, finance, and most corporate roles. Only a handful of companies are still trying to force strict five-day office mandates. Fighting that reality doesn’t make this place competitive. It just makes it an outlier.

Ignore the market and ignore your own employees long enough and the result is predictable: the best people leave, and the only ones left are the ones with fewer options.

It surely will not even match inflation. Dell is cheap. Life is getting more expensive by the day. If you feel like you have less money, it's because you do. Raises will 100% not fix it.

Store managers, District Leaders, and Regional Directors, please remember this:

When a dedicated, loyal, hardworking employee gets the same "3" rating (and same cr-ppy raise) as a slacker employee who skates by doing bare minimum nothing, all motivation for hard work is lost when said dedicated employee realizes that hard work is no longer rewarded. STOP lumping everyone together as average and start viewing everyone individually. Every team has those people who go above and beyond and do more than others. They deserve to be rated 4 or 5, not cut down to 3 because everything needs to "balance out". Fight for your people, because that's what a good leader does.

Especially since they cut the perks at work :(

Not feeling that great about the new commission structure. It feels like it’s set to cap at the new at risk. It will be nearly impossible to make the same as if there were still multipliers.

Got a nice bump, remote engineer , ive seen loads of remote ppl paid over 200 and not enough work,hope the same in 2026,

Does anyone know what the bonus were funded at?
And the merit increase percent?

In a recent department all-hands, we got to hear that raises are going to become a thing of the past for a lot of us:

“…the composition of your compensation may look a little bit different. So you’re going to see more of your compensation reflected in your AIP and LTI and potentially less in your merit. That’s just how the new structure is set up… That gives us more of that merit pool to focus on those lower grade employees that don’t have that full package, who don’t have AIP and LTI. And so we can give more merit dollars to the folks where it will make more of an impact to their day to day lives, and compensate our executive management the way that the package allows us to do so, focusing more on the AIP and LTI. It is still discretionary; it will be discretionary to managers to decide how they want to distribute that, so I’m not saying that if you get AIP and LTI you’ll never get merit, that’s not what I’m saying... that’s not the message I want you guys to take away. You will still be compensated, it just may look a little different. You might not get as much merit. Maybe in some cases you don’t get merit, but you’re getting more AIP, you’re getting more LTI…”

Thoughts:
AIP: If an employee's base never changes, the AIP will likely not change either as it is a % of your base. Also consider how many times you actually hit 100% of your AIP goal.
LTI : This gives the company 3 free years as your "award" has to vest over that much time. When you leave (for whatever reason), you lose all that in between money. An award in 2026 is not seen or heard of again until 2029. Considering their pro-attrition stance...