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I was laid off about 2 years ago and got a job somewhere else. Im being offered a very high salary to come back.
This is probably the wrong forum to ask this but looking for opinions of other high level leaders (lets say band 5+) on whether this is a good move. Im happy where I am and have a defined path to a very high level position but its a very far commute and significantly less pay than Cigna is offering.
For the longest time, salaries capped out at grade 15. Now there's grade 16 with a max comp of $450,500.
Makes me wonder... is this a move to accommodate the new "managing director" role, or a means to bump up GP W-2 comp while reducing the GP partnership payout. The old, "GP returns will be lower to be allocated to LP/SLPs, but we will increase their salary to make up the difference".
This place disgusts me
This company wastes everyone's time with its low ball offers. They act like people are willing to move half way across the world to a country with a totally different culture and then risk getting blown up by missiles for the same wages or lower than the job would pay back home. Even if I were unemployed, I would think twice before accepting this. Aramco keeps doing this delusional s#^t because management is completely out of touch and no one pushes back. At least posting these offers allows potential candidates to know what salary they are likely to get before they waste hours of their time applying and going through interviews. Many companies post salary ranges for a job to avoid this kind of problem, but I guess Aramco thinks it won't (can't) be held accountable.
total monthly cash package of SAR 45k (including housing and expat uplift), is this a gc14 offer?
seems abit low, and not even matching payslips.
Advertise salary for all vacancies. Stop wasting our time applying for low paid jobs.
GC 13 offer only 9.2k usd per mth now (base+expat uplift)...kinda sad for a specialist role
Folks in less expensive offices (e.g. NC, Texas...), do you find Fidelity pays the best, locally?
I'm a L7 at NC, 35% Bonus + 17% 401k + Shares amounts to whooping 87% of my base pay, which makes it hard for me to leave for other local companies, even though they offer higher title they can't match Fidelity's total pay package.
I'm especially interested in hearing from folks from Texas office, as there are so many more local opportunities there than NC. Thanks.
Heard there were salary freezes starting 11/1?
Any news on salary treatment?
The higher salary doesn't seem as important to me as it used to. I'd rather have the ability to work remotely, arrange my day with some flexibility, and not feel that my job owns every waking hour. I know that could mean earning less, but I'm wondering whether people who've made that choice are happier with it?
Those of you with high pay...I'd start saving, folks!
Many employees at Qualcomm appear to lack the energy, enthusiasm, and sense of urgency needed to drive innovation and remain competitive. The company should consider a structured workforce renewal strategy, replacing approximately 25% of its workforce annually based on performance and business needs, while recruiting fresh technology graduates from leading universities.
There is also a concern that some senior employees may be more focused on their personal business interests, such as real estate, finance, and restaurants, than on their core responsibilities. Meanwhile, others continue to enjoy high salaries, bonuses, and benefits without demonstrating the expected level of productivity or innovation. Need to cut many directors and managers positions too. Qualcomm earning per employee is significantly lower compared to the same sector.
Qualcomm needs a stronger performance-driven culture that rewards commitment, accountability, and innovation, while creating opportunities for young, talented professionals to contribute and grow.
Just out of curiosity, did Capone promote all legacy application engineers to principal? Salary hike? Salary range?
Serious question for California employees only: How are you guys surviving on these McDonald’s-level wages?
With rent, mortgages, groceries, gas, insurance and everything else costing what it does in California, I genuinely don’t understand how some of these salaries are supposed to be enough.
I’m especially curious about people making around $50k–$70k a year. Are you living with family, splitting rent, working a second job, or just barely getting by?
California responses only please. I’m not interested in hearing how $60k is “great money” in Mississippi, Oklahoma, or some random low-cost state. I’m specifically asking how people make it work in California.
What does it pay ? Thanks for any replies
Has anyone received a salary increase when transferring internally to a different position with the same corporate title?
I am currently interviewing for an Associate Inside Sales Rep role in EMEA and I would like to get some feedback on how the promotion path is, how the culture, salary, benefits, etc. are. Thank you very much!
Just got a look at our sad excuse for benefits and the related costs, and for me +spouse + family are up 6.9%. In fact, benefits costs for my family is up 82.6% since 2015 (up 60% since 2020). If I'm lucky to score a bare-bones 3% raise in January it is entirely likely that the benefits cost increase will be bigger than any pay increase I might get because when you're at the mid point of your salary grade, it doesn't matter what you do, how productive you are or how good you are at your role, Jimmy that always needs help because he can't get his job done by himself will likely get a bigger raise on the basis that he's further away from midpoint.
Compensation around this place is a joke that nobody who isn't grade 11 or higher laughs at.
Phillips 66 has posted updates to the ongoing labor negotiations. These updates dates contain incomplete information.
The company has posted salary offers, changes to the holiday schedule and a revised time of progression for operations.
What it hasn’t done is post what demands it making in return for these offers.
What are you hiding P66?
As CEO of Verizon Communications Inc., Dan Schulman receives an annual base salary of $1.5 million, with total compensation reaching $34.3 million for his partial year in 2025 (including stock awards) and potential performance-based equity and bonus packages scaling up to $59.5 million or more depending on performance targets.
12 years of experience. Interviewing with UHC or Humana, will probably get both offers. The pay range is very similar just like everything else. thoughts, advice or suggestions? gracias...
I work for Oracle for more than 10+ years. I have witnessed several scenarios where Oracle failed to improve the standards of its employees.
In short Oracle doesn't have talent to groom the talents.
My first year. Do we get told in January?
I’m looking for a guide on the average salaries for CL24, CL25, and CL26 levels across business support functions like Finance, IT, and Supply Chain, Procurement !!
I am interviewing for jobs because I'd like a raise of about 30k from my current ~90k salary, but I'd rather stay on this team because the work is great, we're always busy, I enjoy my colleagues, and our manager/directors/VPs advocate for us. How do I get my leader to give me this raise? I don't think this is a promo year for me since we haven't had those discussions, but I am constantly excelling at my work, got a 5 on my review last year (with a 3% raise -_- ), and have presented on leadership calls and town halls about the impact of the work myself and my team are doing. I've never really been in a situation where I have wanted to stay in my role instead of jumping to a different role. Any advice?
Reading this forum makes my mind think I have the answer, but let me ask anyway. an SVP role in BNY NY os Yay or Nay? I haven't seen too many SVP roles advertised...Have seen VP's and some Dir's but SVP seems to be a rare stock? Hire and fire? Pip quota candidate? Individual contributor - work but no authority? Expected salary range - peantus or otherwise? TIA
Are they equalizing Upstream and Downstream Salaries? How exactly do they plan to do this? No raises for upstream and big bumps for downstream?
Can you negotiate pay for internal transfer that's cross BG/BU and cross job family? Thanks.
If you feel your manager is hiring more H1Bs or increasing salaries of H1Bs considerably when compared to American workers - citizens or permanent residents for the same please report the following :
MANAGERS NAME & TITLE
DIRECTORS NAME & TITLE
MANAGING DIRECTORS NAME & TITLE
https://tips.uscis.gov/
The current administration is clear in one thing - if they investigate and find all of these stakeholders had done clear discrimination based on salary. The managers/directors PERM will be revoked in addition to the employee. If they have I140 approved it will be stalled and they will never get their GC through any getaway and will ne banned from US for 10 years.
As we are collecting more data keep providing more data. We are targeting pay rises only for H1Bs and promotions as well.
This discrimination and abuse can never be tolerated .
Make it make sense. These millionaire VP’s and CEO’s living large. I can’t afford a new car and dedicated my life to this stinking company. And for those of you who say oh your choice yea well I didn’t have much of a choice. That doesn’t excuse this company from paying people the way they do. I’m sick of it. They just keep piling the work on with a salary from 2017. No matter how much people scream about it on heartbeat it just gets ignored. I can’t stand them. DDAT blows.
Why are the salaries so high in this department?
What value does this organization create?
Why is the salary range for an IT Business Management Leader posted with a range of $221,591- $270,834?
Why are so many of the "leaders" in IT S&S not based in Austin or Maplewood?
Isn't this the third time the ITBM (IT Finance) team has been build up?
All I see from them is spreadsheets with version control issues.
SWE I: 16k US$
SWE II: 34k US$
SWE III: 40k US$
Tech Lead Software Engineer: 58k US$
Principal Engineer: 107k US$
Bonus included.
GTMO Ops Band 5 check-in. Currently at $84k base with a minimal $2k bonus. Feels low for the workload and AVP title on the internal track, but wanted to check reality. What are other Ops Consultants / Specialists seeing for total comp right now?
Just in case you were wandering:
CENTENE:
https://h1bhq.com/search?employerQuery=CENTENE
Not sure if this helps but here it goes anyway, for folks in IT it may be useful gauge - this was filed with the Department of Labor, source listed:
https://h1bhq.com/search?employerSlug=kraft-foods-group-brands-llc&pageSize=25
In 2025, there were about 150 Wells Fargo H1B visa records in this Department of Labor dataset (it's public). Through the end of August 2026, there are already 335 - more than double last year's total. Average listed salary is about $150 (so it's not 'cheap labor' as many think) but some salaries are as low as $88K to $224K.
You can see all salaries here - I filtered on Wells and you can filter by year.
https://h1bhq.com/search?employerSlug=wells-fargo-bank-n-a&pageSize=25