at the intermediate level in San Francisco, CA USA
Title is now Software Engineer in Test to reflect the team's skillsets and modern industry standards. We are trailing behind on visionaries where the role is a Developer focused solely on test tools and infrastructure e.g. Google SETIs.
We are attracting candidates and routinely on our hiring plan, though we have lost some candidates due to compensation expectations.
Discussions around the title refresh have been brought up by team members. Existing hires have also held this title in their previous job experience.
We have adjusted the benchmark using qualified candidate's expectations. Current there is no good survey data for a Software Engineer in Test as it is a newer role within the industry.
There may be sensitivity that there are Backend Engineers in the same department (Quality) who are on a different benchmark.
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.
Recruiting 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 People Operations 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 People Operations 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 December 23, 2019 we believe we should advocate for the following:
A cost-of-living increase in the next compensation review.
Consider aligning the benchmark to Software Engineers in the next iteration.
We will try to make the case for an incentive bonus for the Staff/Manager level before the end of 2019.