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?
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@qr once again, the pay scales for a different GLs is public info. 160k is a very average pay for a senior IT professional like engineering or architecture. Most GL 30 in IT easily make over 180-200k base, before bonus/RSU. maybe you are in a different domain where the pay range is lower but in IT 160k is just average for a gl29. Look up levels.fyi or recent job postings if you don't believe me!
@dn - I agree, quit whining, they are getting a decent paycheck! In my area we are all below industry standard for pay. Even leadership isn't making that kind of money.
@hz are you HR gaslighting here? Most VPs I know easily net 350k++
@OP worth a try! Don’t be shocked if they decline it. Corp would hire someone else and pay them less than what you get now. I am not putting you down at all. Just being honest on how these companies think. We are all replaceable (sadly) and they only care about $$$$ not us, no matter how good of a worker we are. Best!!!!
@hz nonsense.. most VPs easily make 300k+base plus another 100k easily in bonus/RSUs. Most Sr engineers/architects make 160-225 base. Yes offshoring is real, entire IT or any desk job is a target. The layoffs are not based on pay only, it's based on value and return on investment. I have hired dozens of people in IT and around 200k is not a big deal at UHG for most part.
As someone who saw annual pay of everyone. You're in the range where you'd be prime cut and they'd bring in someone making 70 or offshore let alone a pay increase
Also all the leaders you think are ROLLING in it really aren't. Don't be shocked if your director or vp is in that 130-170 range.
@dn seriously what's your problem in someone wanting to advance their career and pay.. they are not making millions like the csuite. 160k is middle-class now a days, even lower middle class if you have kids
@dn why you jealous I am at 160 n getting yet another promotion and raise to 200k? Unbelievable. Why don't to try learning complex IT cloud computing architecture due a couples of years, and try getting a ot job of you too want to make Monday before AI takes over. I guess you are either too lazy or stupid or both not to
Is this satire? A 30% raise, really lol
So then there's your answer.
If you've already gotten an offer from different company for the 30%+ raise in salary that you're looking for (but didn't take it because they wanted you to relocate), then just keep applying to other companies which are offering jobs which pay what you want to get.
You're definitely not going to get it where you are now.
The only way is to jump ship.
Try here: builtin.com
Best of luck, and I hope you find what you're looking for!
I've had to had out 1% raises to top performers. If OP asks for 30% there is no way it ends well. They will know you are a flight risk. On the other end there is no incentive for people to perform well when there is no financial benefit. In the end it doesn't matter because we are all at risk of being let go.
@dh I’m sorry but if you make 160k you need to stop whining and be happy you are paid well.
That's exactly why they are being nice.. cuz you are getting a sh---y pay for all the hard work. 90k is joke. Like others asked what is your level? Not smart to just mention your base pay and not provide the context needed ie GL and what type of role.. janitor or an engineer or a RN .. what?
@b0 how much when she became 28?
@b7 you never answered, what's your grade/role?
@d7 thanka for sharing. Do you mind sharing how much we're you making before the 15% bump? I am GL29 as well, I interview for another internal role but was told my max increase was 5% and that to only because it was a high demand AI role. If not no raise. But I am upper 160s range in medium COL location and was told I am already meaning above median so because of parity they cannot increase my base.
Reiterating what others have said, it won’t happen. Getting a raise outside of review period, without a promotion, also incredibly rare. I’ve had it happen twice in my 18 years with the company: 1. was a bump because they had to increase annual salary rate for the GL I was at across the board and 2. I interviewed/was offered another internal role (same GL, 29) and my current team really wanted to keep me on- they were able to get approval to match the 12% increase I was offered (this was 4 years ago so take that into consideration).
If you want that kind of bump definitely look outside of the company as even a 2 GL bump would likely not get you where you want and there are many other companies that would pay better for the same work. I’ve been rated 5s the last 15 review periods and have never gotten more than a 3% salary increase, I’ve had to obtain all bigger bumps via applying up GL/promoting up GL.
@b7 The likelihood of you getting that much of raise from a company you’re currently at is almost non-existent.
Company switching is the best way to do it.
To answer, I need the raise to provide for my aging parents care and family who are struggling in this economy, and I know this raise of 30k is possible because I turned down an offer for another company that was offering me 130k but would’ve required me to move
@OP It was my experience, several years ago as a director, that you will never get more than 10%, even if you were to move up a grade. I had a team member who was grossly underpaid, and after a promotion for 27 to 28, she was still grossly underpaid. You will never catch up.
This is a site for people worried about lay offs. Why would you think it a good idea to come here and talk about how you deserve a 30k raise for just being you? It's insensitive to people with extensive clinical expertise currently facing high probability of lay offs to cheaper, lesser qualified people overseas.
They don't give more than 5% raise for IJP move. Maybe a bit more if you are under paid current ie below median. Try fur a role one pay grade above, that might get you a 15% raise but still far from 30k you are looking for. Unless you are getting way below median currently, then 30k with a promotion is possible. What's your grade/role?
That's a big bump for any level. Try asking for a bonus or stock options instead of salary increase.
There was a time, many years ago, my salary did go up 23k for a market increase and I almost fainted. I would never expect that these days with the off shoring. If this company cared about any of us and our personal financial issues, they wouldn’t be forcing back to office with the cost to fuel these days. Just understand, this company could give 2 sh—ts about us no matter how much the leaders gaslight us into thinking they do care. Can’t even stand to attend town halls and watch the je-ks try to get us all engaged and happy. This company is responsible for a lot of our ills with the health system. It’s better to get a new job elsewhere.
It's usually best to job hop to bump pay.
@a1 that was my thought exactly!
@a7 Most non-patient facing roles need to be backfilled offshore or the FTE will not be approved. Any friction gives HR/finance the leverage they need to reduce headcount or offshore work.
Curious and I ask this respectfully - what made you decide that you deserve a $30K raise? Especially that you only got a 3% raise last year?
You are asking for a 33% increase do you honestly think they will agree to that? I guessing your are GL 27 or 28. Try again next time when you get to the C-Suite.
I had to give 1% raises with 4 ratings. A 3% raise at Optum is pretty good these days, and your best bet may be to look externally. If you ask for a 30% raise, not only are you unlikely to get it, but you may also be flagged as an attrition risk during the next RIF cycle. I'm not judging you, just sharing how the process works these days.
I lost direct reports because I knew we couldn't meet their financial needs, and I genuinely wish them the best.
Ummmmm….you will never get a $30k raise. That’s nuts