#salary

Anyone notice the salary grades seem to have lower maxes? Policy portal says it was updated 2 months ago.

Not among the peons, but among management? Those who earn $250k and more and do nothing useful. We would certainly need to cut significantly fewer people to achieve the same saving goal with that strategy.

Thread to discuss salaries anonymous so it's good to get a ball park discussion amongst all

Feel free to participate and see if this thread gets some traction. Use the most recent numbers

Senior staff, 160k base, 30k bonus, No RSU

I've been with the company for several years, and honestly, it feels like things are getting worse by the day.

Between the constant talk about someone buying us, people resigning, and the general atmosphere in the offices, morale is basically nonexistent. The offices feel sad, there’s zero motivation left and the company it self just suffocating us.

My salary is almost half the market average for my field. On top of that, the company is so far behind technologically that staying here is starting to hurt me professionally. The longer I stay, the bigger the knowledge gap becomes between what I work with here and what the industry actually expects.

The main reasons I've stayed this long are the good people I work with and, ironically, the fact that things have gotten so bad that nobody really cares if I leave early or do whatever I want.

But at this point, even that isn't enough.

Even if they raise my salary to the market average, I'm still planning to leave by the end of the year. I don't have a big financial cushion, and I know the job market is terrible right now, which makes leaving scary.

But staying here feels worse.

We've hired 500+ H1Bs in first 8 months of 2026. All while we laid off 1000s of Americans.

I've posted the source below, it's from dpt of labor, but H1BHQ.com lets you search it - will run analysis on the numbers and will reply to this post.

Source

https://h1bhq.com/search?employerSlug=CITIBANK-N-A&fiscalYear=2026&pageSize=25

I averaged salaries per job title - will run numbers on cities and dates:

Financial Solutions Senior Group Manager -- $250,000
Trader -- $225,000
Quantitative Analyst -- $225,000
Digital Software Engineer Senior Lead Analyst -- $220,000
Balance Sheet Management Senior Lead Analyst -- $198,255
Specialized Analytics Lead Analyst -- $197,150
Engineering Group Manager -- $188,014
Applications Development Technical Lead Analyst -- $176,562
Data Analytics Senior Manager -- $175,502
Applications Development Senior Manager -- $167,271
Digital Software Engineer Lead Analyst -- $165,591
IT Business Lead Analyst -- $165,490
Applications Development Tech Lead Analyst -- $160,873
Applications Development Technology Lead Analyst -- $160,081
Data Analytics Lead Analyst -- $159,804
Model/Analysis/Validation Officer -- $157,673
Applications Support Tech Lead Analyst -- $157,572
Engineering Lead Analyst -- $157,153
Applications Support Technical Lead Analyst -- $156,349
Information Security Technical Lead Analyst -- $156,162
Credit Portfolio Officer -- $155,325
Applications Development Senior Programmer Analyst -- $151,039
Application Support Technical Lead Analyst -- $149,036
Digital Software Engineer Senior Analyst -- $146,400
Applications Development Manager -- $145,642
Digital Tech Program Lead Analyst -- $145,338
Modeling/Analysis/Validation Officer -- $145,000
Data Science Lead Analyst -- $142,378
Model/Analysis/Validation Senior Analyst -- $129,035
Digital Software Engineering Senior Analyst -- $129,000
Product Developer -- $124,200
Credit Portfolio Senior Analyst -- $124,050
Regulatory Risk Officer -- $68,316

Raw Data:

https://hastebin.com/share/oyezoleboc.swift

A senior well respected technical engineer who I look up to recently told me he hasn’t had a meaningful raise in more than 10 years. He is late career but not beyond normal retirement age. Is this normal!

Wondering if I ask for a raise what is the likelihood of it getting approved and what factors typically get considered in the process? (Cost of living, performance review, performance in general, work load, team size etc). Wondering if it is even worth asking

Oracle has conducted consecutive layoffs blindly for stabilizing itself against the blind decision it took for AI data center. The severance, health benefits offered to laidoff candidates are very below to industry standards just covering the basics.
With Oracle resume its getting hard to search jobs in current market. The first question you get is are you impacted. once I said yes, they don't even think how skilled I am to come out but just treated me so negatively.
It hurts. I am marching forward taking it easy.
But its NOT OK. the health care support from Oracle is bad, salary is bad, severence is bad. its too much to tolerate.

Hope they will give extra time pay and salary hikes and bonuses, didn't even hear about foculs from the last year appraisals

Curious XOM salary vs others. A key Houston peers salary is posted below from 2020 (adjust for inflation).

17 = $71,700, 8% CIP
18 = $82,000, 9% CIP
19 = $93,800, 10% CIP
20 = $106,500, 11% CIP
21 = $122,900, 12% CIP
22 = $141,400, 14% CIP
23 = $163,000, 16% CIP
24 = $187,900, 20% CIP
25 = $216,700, 25% CIP
26 = $246,500, 30% CIP, & stock options
27 = $283,600, 35% CIP, & stock
28 = $326,900, 40% CIP, & stock
29 = $377,700, 50% CIP, & stock
30 = $439,000, 60% CIP, & stock

A 30 year old D&C engineer ~ 22-23. 45 year D&C engineer ~ 25-26. D&C engineering manager ~ 27-29.

I always thought XOM paid more but I’m finding out that might not be the case. We are continually laying off, moving to low cost countries and pushing more and more change. Culture is still ok, even though everyone complains.

Curious, how’s your pay compared to the above (x1.25)?

I've been looking around, and I realized should be paid more for the work I'm doing with my experience. I thought this place was one of the better payers. Was I wrong?

(this is publically available information)

Are we basically expecting average raises of around 1%?

If inflation is 4% and your salary increases only 1% a year, you are losing purchasing power every year. At that rate, the real value of your salary would fall by roughly 50% in about 24 years.

And that assumes the official 4% inflation figure actually reflects what employees are experiencing. When you look at housing, insurance, food, utilities and other everyday expenses, it often feels like prices are rising much faster.

At some point, a 1% "raise" is not really a raise. It is a pay cut in real terms.

The executivs do not care about employees as individuals. Everything happening right now seems focused on reducing the American workforce at every level. All the talk about culture and corp. values feels like fu--ing boxchecking designed to keep employees engaged and productive....

In the end, none of it matters when layoffs come.

Your contributions, loyalty and years of service carry little weight.

You become the proverbial number on a spreadsheet and one of the biggest numbers they care about is your salary.

The old idea of spending your entire career at CDW doesn't make much sense anymore. This place has proven it will reorganize or eliminate your position regardless of how long you've been here. These days, switching jobs can be the fastest way to increase your salary and take on a better role. How times have changed...

Fire mid level managers; get rid of CTO and CRO; raise front line worker's salary.

There is no time to wait. PLEASE ACT! We are waiting for your actions.

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?

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

I ran Cisco Systems' FY2026 certified H-1B wage data through an AI-assisted statistical analysis. H-1B wages are not necessarily identical to pay for all employees, but they should still provide a useful directional view of Cisco's compensation structure.

A few things stood out:

• Median salary-range midpoint is about $191K.
• Job title explains much more of the pay variation than location.
• Cisco appears to reuse standardized compensation bands across many roles.
• Bay Area jobs generally pay more than comparable roles in Austin, RTP, Morrisville and Richardson.
• Senior technical roles can reach compensation levels similar to management positions.
• Published salary ranges are often very wide, with a median spread of about $89K.

I used AI to analyze the data and will post the full analysis in a reply.

Source data:

https://h1bhq.com/search?employerSlug=cisco-systems-inc&fiscalYear=2026&caseStatus=Certified

Filter Criteria: | www.H1BHQ.com | Cisco Systems Inc., | FY2026 | Certified H-1B cases

Aside from small salary increase at par with inflation, what else is the benefit of getting Outstanding or OWD in this annual employee contract? Since things can go down to NI or NSI within one cycle, is it even worth it?

Has anyone not sponsored or in management been able to genuinely make Outstanding and Excellent consistently for 5yrs?

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?

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 = :(

overall GCC attrition sits at 16% in 2026, with average annual salary increases around 9.8%

https://m.economictimes.com/jobs/fresher/indias-100-billion-gcc-bo-m-runs-into-an-engineer-skills-gap-as-ai-demand-surges/amp_articleshow/133719874.cms

Here’s some alarming information. You’re gonna p-e yourself when you see how much Walmart is paying those H1B guys:

Total Filings: Historically filed over 21,500 total applications across multiple years, with about 3,545 H-1B LCAs filed in recent baseline annual cycles.

Salary Range: The median H-1B salary is approximately $136,000 to $145,703 depending on the fiscal year data, with 75% of salaries falling below $162,227.

Employee Base: Walmart employs over 2,000 H-1B visa holders, primarily concentrated in technology, engineering, and e-commerce positions.

Shame on Walmart for not paying its US associates at a similar rate.

Alright, so want to really understand what salary curve differences exist between these groups.

How high Geos are vs. Engineers in the Upstream? Looking for CL examples.

What about Upstreamers vs. Downstreamers? How high is Upstream? Again give CL level examples.

Trolls, just listen or add your valuable commentary to the other posts.

When I started in 2009 my first year salary was just over $100,000 which is equal to about $160,000 now. What are new hires making today?

What’s the plan for salary treatment???

VG. CL28. 44yo.

What would happen if we all send an email to directly Arvind requesting more salary instead of RAs?

Could we get fired immediately?

Can you please share how much Technical Leaders (Grade 11 or Grade 12) earn in RTP? Salary range in NC seems to be: $187000.00 - $274,100.00

My brother earns $195K Base, 13% Annual Cash bonus, 6% 401K Match and no RSUs in his current job. What would be a strong offer to negotiate along with relocation?

“How much less are the salaries in US Bank’s Chennai India technology center vs US based roles?”

ChatGPT: Quite a bit less. The public Chennai salary data are still sparse and sometimes internally inconsistent, but a reasonable estimate is that U.S. Bank technology labor in Chennai costs roughly 70–85% less in direct salary than comparable U.S.-based technology labor.

Anyone notice the TSRs are hidden until later this week? Who wants to bet the earlier promise of adjusting our salaries up if we were below the ranges goes away?

I’m talking specifically Individual contributor Directors (no direct reports) reporting to Directors (not MD). Even BS “Director in Project Management”. Explain that one. You someone’s kid? Got dirt on someone? Why pay a bloated salary to a director of no one, instead of a Sr Manager?

I have heard of a lawsuit someone has with HV . A manager is taking them to court over Salary wages . And that salary managers have no say in the hiring of their dept employees and scheduling ? I could be wrong but has anyone heard anything about this ?

An HR expert believes many employees are hired into roles that don't suit them because employers refuse to pay competitive salaries. They then remain in those jobs for years, receiving little meaningful feedback, before eventually being dismissed or made redundant.

Kate Underwood, founder of Southampton-based Kate Underwood HR and Training, said the result was that workers lost "valuable" years of their careers "without ever being told the truth". Kate said employers often complained that they "can't find good staff", when in reality they're offering salaries that fail to attract the right candidates.

She added: "'Nobody wants to work anymore' is the most comforting sentence in British business, because it puts the fault out there somewhere. It is almost never true. There's no shortage of people who want to work. There's a shortage of people willing to do that job, for that money, in that building."

According to Kate, businesses frequently compromised during recruitment, hiring the best candidate from a weak pool of applicants before convincing themselves things will improve.
The bigger problem, she said, was what happened next. Rather than addressing performance issues early or admitting the role needs to be paid more competitively, employers often keep someone in post for years because replacing them would cost more.

Kate added: "Owners tell me they're keeping someone on out of kindness. I have never once found that to be the actual reason.

"You're not keeping him out of loyalty. You're keeping him because letting him go means admitting what the job actually costs.

"That is not kindness. That is a cost-saving measure with a human being in it."

Kate believes this can be devastating for the employee, who may have no idea their employer has already lost confidence in them.

She said: "Gary is 34. He's spent three years being quietly tolerated.

"Nobody has told him the truth... He thinks he's fine. He's walking around with a completely false picture of his own working life and everyone in that building except him knows it."

She said that by avoiding honest conversations, employers denied workers the opportunity to improve or find a role where they are better suited.

Kate added: "He'll find out eventually. When the business cracks, or gets sold, or when a new manager arrives with no history and does in a fortnight what should have been done in month three.

"You didn't spare him anything. You took years off his career because you couldn't face 20 minutes and a payroll decision."

Instead, Kate believes employers should recruit realistically, pay market rates and tackle performance concerns quickly rather than allowing problems to drag on.

She said: "When it isn't working, say so early, out loud, kindly, in month two rather than year three. Give the person a real chance with real support and a real deadline. If it still isn't working, let them go while they've got the confidence and the CV to land somewhere better."

The bigger problem, she said, was what happened next. Rather than addressing performance issues early or admitting the role needs to be paid more competitively, employers often keep someone in post for years because replacing them would cost more.

Kate added: "Owners tell me they're keeping someone on out of kindness. I have never once found that to be the actual reason.

"You're not keeping him out of loyalty. You're keeping him because letting him go means admitting what the job actually costs.

"That is not kindness. That is a cost-saving measure with a human being in it."

Kate believes this can be devastating for the employee, who may have no idea their employer has already lost confidence in them.

She said: "Gary is 34. He's spent three years being quietly tolerated.

"Nobody has told him the truth... He thinks he's fine. He's walking around with a completely false picture of his own working life and everyone in that building except him knows it."

She said that by avoiding honest conversations, employers denied workers the opportunity to improve or find a role where they are better suited.

Kate added: "He'll find out eventually. When the business cracks, or gets sold, or when a new manager arrives with no history and does in a fortnight what should have been done in month three.

"You didn't spare him anything. You took years off his career because you couldn't face 20 minutes and a payroll decision."

Instead, Kate believes employers should recruit realistically, pay market rates and tackle performance concerns quickly rather than allowing problems to drag on.

She said: "When it isn't working, say so early, out loud, kindly, in month two rather than year three. Give the person a real chance with real support and a real deadline. If it still isn't working, let them go while they've got the confidence and the CV to land somewhere better."

A question for others who've been applying: have you been getting lowball offers all over the place? With pay being around 50% of what it should be based on all the factors, including your experience?

But don't be carried away and start asking for any salary hikes. The guy will work on salary increases and perks for the exec's who are way underpaid compared to what they are delivering for the company.

How often does this change based on performance?

If I get two yrs of Very Good vs two yrs of Outstanding, does that make a difference on my Salary Curve or only after the annual increase?