#compensation

for those who have worked at Oracle and other large tech or enterprise software companies, how does Oracle compare?

I'm interested in feedback by foks who have worked at companies like microsoft, SAP, salesforce, IBM, Cisco, etc. How would you compare the culture & comp, workload, mgmt, job security and opportunities for promo/growth?

As someone moving from medium sized tech company I find Oracle less stable and more intense... also a bit more bureaucratic with slower promo... comp and career growth are equivalent...

How many RSUs do people typically get at CL24, CL25, CL26 and above for Excellent vs. Outstanding ratings?
Does Trading having different compensation structure?

Well you all did it! Y’all made MD the worlds 2’nd richest man… from dorm room to board room! And thanks to everyone sacrificing your jobs though layoffs, lack of commission payments, stress and pay for all the 42 years of the business. Hope it makes you all sleep well at night knowing that corporate greed at its peak. You all are just cogs who are and will be meaningless once it’s your time to walk out those doors.

Is it really just based on who earns more? Is nothing else considered?

Sorry if this has been answered already, but does anyone know how I can get the details of my final paycheck?

When the staff drops the 5-7% based on industry average, hopefully Fidelity will also fix the pay issues.

My BU hasn’t given raises in the last 3 years and said it’s based on market pay. With inflation hitting 20% since the start of the pandemic, compensation should be reviewed again.

How does Abby expect people to care about her bottom line when people are on government assistance and can’t afford groceries?

With Amazon's recent announcement of investing 230 million in pay and benefit increases I bet Robin and the EC team will feel some pressure to also increase benefits.

They pause the discretionary staff stock in March . Is it going to distribute after N4 finalize? Is it happening in Oct ?

So it seems Schwab has an issue with new hires and CS&S where other firms are coming in and offering $10-$20,000 signing bonus and scooping these individuals up right after they finish their training, and it’s causing a massive exodus.

Has anyone heard?

For those who have been impacted, how long after your last paycheck did you receive your severance payment?

For anyone who was RIF'd- how does it work with RSUs? Is that all gone or do you get paid out? I see present vesting dates are 3/1/2027 and 3/1/2028

Have seen several post regarding questions about severance payout. The specifics vary from country to country and the time he made to, but in the US payment is not paid on the normal pay cycle.

Does anyone know why the final paycheck is 137.00 dollars less than normal?

I'm happy to have gotten the VTP payout of 104 weeks pay.

I have a question I have over 40 years of experience as a meat cutter! When coming to Sam's club they didn't have a position available so I'm a floor partner they just had a meat cutter retire they offered me a meat cutting position. Ask about the pay they said around 18 to $19 an hour I thought Sam's club pay their meat cutters more than that. Especially if you have experience. I have five more years before I retire so I'm trying to make the most money I can for retirement. Grocery stores pay more money than that for meat cutters! Does anybody know if this is true or not can somebody please give some feedback!!

I know it’s a long shot but has anyone heard any rumors of the October 1st stock together payout?

Last year they re-did pay scales for my title and decreased the salary range drastically. Because of this, I was told I made just over the line and didn’t get a pay increase even though I had a meets ratings. When benefits increased in cost, it meant I take home less than in 2025 because of it. Wasn’t too happy but it was what it was…

Currently, I make about 82 percent of the max pay amount for my role in my area. Should I expect the same results this year—no pay increase even for meets? 2 years in a row I won’t be too happy about…

Anyone have actual insight? I’d assume they are starting that conversation, maybe?

NYC , big numbers. So long su-kers

It seems like the pay range has been adjusted lower on workday. Does everyone see that?

Link for full data set is below. I am listing 2026 only, there is more data here, you can filter on year, I think there is 800 visas issued.

# Fiserv Solutions, LLC — FY2026 H1B/LCA Salary Summary

• 146 total LCA (H1B) records, all reporting annual wages.
• Salary range: $80,496 to $600,000.
• Average starting/base wage: approximately $137,297.
• The average is calculated using the lower end of the offered salary range, not the midpoint or total compensation.
• Positions include software engineering, data analytics, QA, product management, and engineering management.
• Major locations include Berkeley Heights, NJ; Sunnyvale, CA; Alpharetta, GA; Longmont, CO; Redmond, WA; Hagerstown, MD; and Fishers, IN.

## Example Salary Ranges

• Data Analyst: $128K–$166K
• Senior Software Engineer: $173K–$210K
• Staff Engineer: $190K–$216K
• Sr. Manager Engineering: $226K–$244K

Fiserv's FY2026 LCA data shows many experienced technology positions in roughly the $130K–$210K range, with higher-level engineering and management positions exceeding $200K. The overall average lower-bound salary is about $137K.

https://h1bhq.com/search?employerSlug=FISERV-solutions-llc

When you are paid out at 2 months plus a week for every year. Is that based on your TTC or just your salary portion?

Q1

• Changed the SCP commission structure so commission is not paid until a defined threshold is reached, with payment effectively withheld until 100% attainment.
• Introduced increased AI-driven KPI tracking and activity monitoring across sales teams, with much of the reported activity being artificially generated to satisfy the reporting requirements rather than reflecting genuine sales activity.

Q2

• Issues with the ODW release resulted in payout discrepancies and ongoing uncertainty around commission.
• Tell Dell results were no longer made broadly available, effectively removing visibility of the results.

Q3

• Moved the compensation structure back to half-year targets while incorporating existing high quarterly backlog into the half-year quota calculation.
• Increased quota expectations to levels that appear significantly more challenging to achieve against historical performance and pipeline.

Q4

• Planned ODW rollout across selected countries within CSG following the issues experienced elsewhere, despite live training demonstrations reportedly failing and continued concerns over the tool's reliability and suitability.

Anything else worth adding to the list?

They push us on career development, offer resume writing and behavioral interview guidance. Push us to be the best in our position BUT there's no place in the company we can go. No jobs posted for us to even apply to. Mobility? This company offers little to none. Do better, work harder, move nowhere and the yearly compensation is cr-p.

What is the salary for a CL28 employee—both individual contributor and manager—assuming a 45‑year‑old with a PhD in EMTECH?”

Financial accuracy 99%
Payment accuracy 98%
Process accuracy 97%

But no bonuses….

Anyone with more than 15 years of experience at Ford successfully Get their salary reevaluated? So many new hires with no automotive experience making more than the seasoned and experienced employees. How do you get your salary reevaluated based on expertise and time in service?

Why should I agree with a severance package that is below the big tech industry standard of 3 months and few weeks. They never offered me RUS or any bonuses ( only twice of 100 euros) during my 8 years work
Why can't I sue and get more?

Nothing else to add. Extract everything from the worker. Shame.

Yeah culture has changed but what about stuff we still do that makes no sense? Trimester review. I have a 10 person team, my dl has 7 so I have to write 40 reviews a year and he has to write 28. There is nothing anyone can do anything about in a couple months. Well not that even anymore because now its before the trimester is even finished. If they care so much about fixing stuff why not fix this? I don't get paid more than the tl's who only have 4 people and I talk to my team everyday, this "review" is just busy work. I can't even give my good performers more money so why do it?

I think I just witnessed corporate amnesia in real time. 😂
Last year, our 🐭 Associate VP went on a full-blown rant about nurses transferring members to Pharmacy without first telling the member what was happening.
We were essentially told:
“You need to explain the transfer and give the member a choice!”
Okay. Message received. We followed the guidance.
Fast-forward to 2026… 🍿
Apparently, that guidance has been deleted from the corporate memory.
Now we're being told we are expected to transfer EVERY member to Pharmacy. No asking if they'd like to be transferred. No giving them an option. Just… transfer them.
And if you don't?
Coaching.
Keep not doing it?
PIP.
So I'm a little confused.
🐭 Associate VP — 2025:
“Why are nurses transferring members without telling them?! They need to KNOW and have a CHOICE!” 😡
🐭 Associate VP — 2026:
“Why aren't you transferring every member?! Don't ask them—just transfer them!” 😡
Nurses:
“Wait… 🐭, didn't YOU literally spend last year telling us NOT to do this?” 🤔
Management:
“That was then. This is now.”
Nurses:
“So what changed?”
Management:
“Our metrics.” 📈
But wait… there's more! 😂
No raises for existing employees this year.
Meanwhile, we're hiring new people into the same positions at salaries higher than what current employees are making.
So apparently the message to the people who have been here, doing the job, taking on more work and meeting the metrics is:
“Thanks for your loyalty. Here's your $0 raise.” 💰
And the message to new hires is:
“Welcome! Here's more money than we're willing to give the people already doing the job!” 🤡
Nothing says “we value our employees” quite like paying new hires more while telling existing employees there isn't money for raises.
So we've got:
🐭 Contradictory leadership
📞 Mandatory transfers that used to be frowned upon
📋 Coaching/PIPs if you don't comply
💰 $0 raises
👋 New hires making more than existing employees
But wait… the Associate Engagement Survey is coming up in a few weeks! 🎉
So when that survey lands, please take the opportunity to let management know what you actually think.
If you're frustrated with the constant changes, lack of raises, pay compression, unrealistic expectations, or the threat of coaching/PIPs for not following the latest directive, say it.
Because apparently the only thing management hasn't changed yet is the survey. 😂
Maybe this year's employee engagement score will finally tell them what the employees have been trying to tell them all along
peak up. Be honest. Use the survey.
And remember:
Your 🐭 Associate VP may have corporate amnesia… but hopefully the engagement survey has a memory. 🤣

Average Salary Increase to expect…sample for CL 28 @ 90% of salary curve. Extrapolate as appropriate.

OWD = 8.32%
O = 4.5%
E =3.1%
VG = 1.2%
G = 0.01%
NI = 1e-26%
NSI = :(

You can’t continually increase targets to levels that are perceived as unachievable, while putting commission behind a 45% attainment threshold, and expect motivation and performance to remain unchanged. At some point, if the majority of people are effectively working for basic salary, the company shouldn’t be surprised when it gets basic-salary effort.

Project Exodus is about to live up to its name.
What started as another corporate initiative may end up becoming a mass migration of talented people out the door.
Enjoy the short-term “profit” from squeezing Sales compensation. You may hit your Q3 and Q4 numbers. You may put it on a slide, declare victory, and tell everyone the strategy is working.
But somewhere along the way, a company built on salespeople, relationships and customers became a company run by bean counters. And while the spreadsheet may look better today, you've set something else in motion: the exodus.
People are packing their parachutes. The best will jump first. And when they go, they’ll take years of experience, customer relationships and institutional knowledge with them—the very things that helped build this company in the first place.
That’s the sad part. There are a lot of incredibly talented people here who carried this company through good times and bad, and customers who depended on them.
So to everyone getting ready for the jump:
They may take our bonuses. They may take our commissions. But they’ll never take… OUR FREEDOM!
🪂 Good luck with the jump, everyone. See you on the other side.

According to Centene’s public filings, Secretary and General Counsel Christopher Koster sold:

• Aug. 18: 47,603 shares — ~$3.11M
• Aug. 26: 56,500 shares — ~$3.78M

That’s roughly $6.89 million in eight days.

Source: https://finance.yahoo.com/quote/CNC/insider-transactions/

And nope, not a duplicate. Second trip to the serving line. This guy is hungry.

Centene’s 2026 proxy also reports roughly $16.4 million in total compensation from 2023–2025.

Does this mean Koster is leaving? No idea. There’s no public filing saying that. Maybe it’s routine diversification. Maybe he wants a yacht. Maybe his financial adviser just discovered the SELL button.

But after layoffs, outsourcing, leadership changes, and Mission Simplify Mission Sellify, the timing is at least worth noticing.

The filings are public. The transactions are real. The motive is unknown.

Chris, if there’s a third plate, NoCenteam will be watching the buffet.

Hit 92% of my target, generated 700k with of revenue for this company, but I owe 2k back???? And MD wants to walk around RR3 asking about kpis and sh-t? go to he-l

Will there be any raises this year? record breaking quarter after wuarter ..and what do employees get? Even Chevron is giving bonuses

When I heard Dell was moving the payout from invoiced to bookings, I thought, “What’s the catch? This is too good of a move — and for once, it actually benefits the people doing the real work.”

Just got back from vacation, saw my new target… and now I see the catch!