#compensation

Still haven’t received my review/statement yet. But wondering what type of individual multipliers employees are receiving? Can’t find any documentation to show when someone would get 95% vs 100% vs 105% or any other percentage

Looking like bonus is happening but not full amount. Does anyone know what % of your percentage they are paying?

Does anyone know what raises look like this year?0-2%? More?

Anyone know what percentage pay increases are this year in Wexford and Wilmslow ?

So the HR management call happened about the upcoming pay and performance week and some interesting but not shocking news. Apparently, with the restructuring in the career architecture and demoting everyone to lower titles, this also includes new lower pay scale bands for those titles and roles. So if you were a person who was previously in a role that now has been artificially demoted with a new salary band that is lower than your current salary, you will not be eligible for a merit pay increase because you’re outside the band for your new title. Just another way to squeeze people and not reward them for good performance. Comment on this if this turns out to be true next week.

Below are the compensation numbers for John Stanley and some of his direct reports. Talk about having the best dream team in the world and falling so short on ROI and delivery very little value.

John Stankey - $26,410,845
Pascal Desroches: $15,477,119
Lori Lee: $9,889,903
Jeff Mcelfresh: $15,602,605
D. Mcatee: $13,637,271

Got severance last November and still haven’t got prorated bonus payment. Got the severance payment within 4 weeks. Has this happened before? Everyone I asked got the bonus payout. How to ask why, when and to whom?
Thanks.

Bonus payouts and merit increases were small this year. Idk about you all.

More stock buybacks, not rewards to your common employees. That’s how you drive employee satisfaction even lower. To the mud we go!

I'm just wondering, in case I'm hit next time. Is it immediate, next pay period, or even later?

Great and about time for those that already are forced to go into the office but what about us already remote? Where is our Reward? Let me guess we keep our paychecks

How are y'all's evaluations looking if you got a write up last year? Is it affecting your raise in non union shops?

What's going on in IT? Two years ago there was one VP/GM position, the CIO, although they were approved for two. Now there are three VPs, including the CIO; the second VP position (then GM) was filled in 2024. That's a big increase in comp as VP's are a min of $850K (salary, VCIP, and RSUs), plus other benefits. I guess the recent layoffs in IT paved the way for the increase in comp for the newest VP. Welcome to the club!!

After withholdings and deductions, the base increase indeed feels like "peanut butter" sized. It's hardly there at all. Meanwhile, Mr. Shart gave himself a handsome 28% raise.

Another year, another slap in the face.

This year they are citing poor share price, poor USD to GBP exchange rate and increased head count due to acquisitions.

Surely acquiring new companies brings the revenue from those companies... If that revenue is so poor the rest of SS&C has to cannibalise their rewards to properly them up then something is wrong...

Also, every quarter this year we have beat EPS revenue and profit according to the earnings calls and also reduced debt.

I bet Stone and Rahul still got their ever increasing pound of flesh while the rest of us get stuffed!

New comp for retail is coming… it’ll be announced next week but they’re doing away with strategic multiplier and solely relying on bucket dollars. Reps and ASM at risk will go up but no chance for Sr Mgr or Dir… kinda feel like they want us to quit before they have to fire us.

Someone said it’s prepping for a structure of 2 ASMs in each store and that’s it.

Who else knows???

If you do t complain about pay they won’t do anything. Say you’ll leave. This is the only way it gets better

I previously shared a compensation comparison showing how much a company like Blackbaud could potentially save by offshoring engineering roles. The analysis was based on publicly available median software engineering salary data, comparing total compensation across regions and calculating how many times less expensive certain markets can be relative to the U.S.

When you run the numbers, the difference in median compensation is substantial, 3 to 6 time cheaper. Scaling that gap across multiple engineering roles makes the financial rationale behind offshoring clearer from a pure cost-structure standpoint. Anyone can verify this by checking compensation sources or using an AI tool to compare median SWE pay levels and compute the multiple. Give a prompt to ask for median salary for different engineering roles in GCC (Global Capability Center) in India

For some reason, my earlier post outlining this math was removed by moderation. I’m simply sharing publicly available data and a straightforward economic comparison to understand the business decision from a financial perspective.

Just looking for info/ opinions:

Does anyone else see a potential for management to reduce an employee's merit when the said employee will be transferring to a different department/ segment in 3 weeks?

Example: Management was capped at giving 1% merit increases to their team; they reduce the merit percentage to the employee who is transferring to 0.5% and give the difference to the other employees.

A U.S. software engineer costs 3–6× more than an equivalent engineer in India, with the gap largest at junior levels (5–6×) and narrower for seniors (3–4×). Senior roles are often cut first for maximum savings, followed by juniors, then managers once IC layers shrink. Even modest offshoring saves tens of millions annually despite coordination, time zone, and attrition challenges.

The key question: is your work worth 3–6× the cost? If the answer is yes, then you are safe.

How did I get these numbers? Pick your favorite AI model and paste this prompt.

Prompt

Search the web and retrieve the latest (2024–2026) median total compensation data for Software Engineers in India and the United States at the following US-based companies:
Tier 1 (Top-Tier Big Tech):
• Google
• Meta
• Amazon
• Apple
• Microsoft
Tier 2 (Strong Product / Upper Mid-Tier):
• LinkedIn
• Salesforce
• Uber
• Nvidia
• Adobe
Tier 3 (Established US Tech / Enterprise / Platform Companies):
• Oracle
• Cisco
• Qualcomm
• Walmart Global Tech
• Intuit
For each company:

1. Provide median total compensation in India and in the U.S. in USD.
2. Break it down by role level:
   o Entry (0–2 years, L3/IC1 equivalent)
   o Mid (2–5 years, L4/IC2 equivalent)
   o Senior (5–8 years, L5/IC3 equivalent)
   o Staff/Principal (8+ years, L6+/IC4+ equivalent)
3. For each level, include:
   o Median Base Salary (USD)
   o Median Annualized RSU/Stock (USD)
   o Median Bonus (USD)
   o Median Total Compensation (USD)
4. Calculate the ratio: U.S. median total compensation ÷ India median total compensation for each level — i.e., how many times U.S. employees are more expensive than Indian employees.
5. Use data only from:
   o Levels.fyi
   o Glassdoor
   o Blind
   o AmbitionBox
   o Official compensation reports (if available)
6. Cite all sources with direct URLs.
7. Clearly mention the number of data points used (if available).
8. Convert INR → USD using the current exchange rate and state the rate used.
9. If level mapping differs across companies, normalize levels to the four categories above.
10. Present results in well-structured tables, grouped by company tier.
11. Flag where data is incomplete or sample size is small.

Which are we getting?
Which are we hopeful for?

I heard most employees will get 50% to 80% of the 130%.

Why work hard and do everything you are asked to do and still receive a subpar bonus and a small increase just to get bent over year after year.

Is it common to have to re-interview for your current position if there is a buyout? If it's a bigger company like Amazon that acquire, can I ask for a raise right away? I figure they might be afraid of a mass Exodus and would like to pay extra to keep experienced workers?

What is the typical bonuses for those that are IC3 ?

Is there a way to see what the bonus payout will be for a former employee? I'm not seeing it on the HR Access site, but could just be missing it.

Have a couple of friends in CREB, and it sounds terrible over there. One was telling of an opening whereby the workload would quadruple from her current load, with no pay raise whatsoever if she took the job. Also heard today of a very senior leader leaving and his role is not being replaced, but instead his duties will roll up to his manager going forward, who lives on the other side of the country. Sounds like morale is in the toilet as well within that group because of workload with continued reductions in total compensation. They all agreed that nobody is happy and basically everyone is looking to leave when they get the chance. Ouch.

Ram led a beverage turnaround, earned the credit, and was rewarded with a promotion and a massive pay increase. We delivered a beverage turnaround too—so why did we receive only 69% of our bonus target? At some point, we have to stand up and say: enough is enough.

Bank needs happy employees to build profit. Why care about producing quality work? They dont care about us. Missed risk? Oh well. Unhappy customers? Oh well. Lost accounts? Oh well. Because guess what? U stripped us of dignity and respect and comp. What's left to care about? We will just buy our time until they eventually cut all of us. Let em think their highly bloated team of managers and leaders will carry them to victory and profits.

HAHAHA those paltry $ coming our way and called merits will be embarrassing to the industry

Hello

Would appreciate any information someone can give me. I was unfortunately laid off; effective November 13, 2025. I remained employed past the September qualification date. My Severance agreement DID NOT state anything about receiving or not receiving an RRP. My question, is there someone here who has been laid off and told they would be receiving their RRP? I called the employee resource line and the rep seemed convinced that I should get it...just looking for another opinion... Thank you in advance

Can anyone share severance amount in terms of months given? We should help each other in terms of fairness. I know there are difference regulations by countries, so if you could just share the amount you received and whether there is a formal regulation about severance in your country.
Thank you.

Did you guys already have compensation discussions?

After numerous promises by different leaders across 2025 has anybody heard anything?

I like how the bank sits on our money earning interest for a week prior to paying it out. Should be criminal.

For most of us…our last cash from Vz. I’ll miss these. Spend wisely. 💰

Leader here. Let me say this loud enough for everyone to hear:

Your performance ranking is not impacted by your performance.

Read that again!!

You are stack ranked with your peers. Leaders are allotted a certain number of 4s and 5s per team. Everyone else is given 3 unless you are on a CAP or PIP.

The only time someone is given more 4s or 5s is if there’s extra 4s and 5s available rolling up under your leader; AKA a higher team than yours su-ks and they don’t have enough to fill the spots. They are then passed to whichever team has the biggest brown nosing leader.

Do not go above and beyond because it doesn’t matter. End of the day, unless you are teachers pet, you’re not getting higher than a 3.

Decades of experience with this company and the only reason I stay is because I can’t find anything else comparable in wage. I have been forced to give exemplary employees a 3 due to not being allotted enough.