Security Engineer Compensation Roadmap

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Attribute	Grade	Comment
Materials	B	The description and career development materials need to be unified. The title is fine.
Talent Acquisition	A	We are attracting great candidates and routinely at or ahead of our plan.
Employee Satisfaction	A	We have heard little-to-no-complaints from individuals in this role about compensation.
External Comparables	A	We are at the 75th percentile based on our compensation data
Internal Comparables	A	This role is well compensated compared to adjecent roles like SRE and Backend Engineer.
Bonus	C	This role has incentive bonuses at the Distinguished/Director level and above, but not at the Staff/Manager level

Materials include the title, the job descriptions, and career development artifacts.
Talent Acquisition is how we are doing against our hiring plan.
Employee Satisfaction can be based on survey results, comments in 1:1's, etc.
External Comparables should be based on market data and come from our Total Rewards Analysts .
Internal Comparables are based on other GitLab role benchmarks that are typically paid at the same rate and should be agreed upon by our Total Rewards Analysts.
Bonus is based on whether a bonus should be paid, and whether the amount is correct based on market.

A = People are happy, we easily meet our business goals, and we compare favorably to peer companies.
B = Most people are happy, but we can be always be better.
C = People are split but we think we know what we need to do but we need to get it approved.
D = Most people are upset, we're not meeting our business goals, and have ideas but no consensus.
F = Everyone is upset, we're badly missing our business goals, and we don't know how to fix it.

As of April 28, 2020 we believe we should advocate for the following:

A performance factor in the next compensation review.
We will try to make the case for an incentive bonus for the Staff/Manager level before the end of 2021.