hafentalks #4 -Kontantin Haase: Wie wir Gehaltsverhandlungen durch eine Sinatra-App ersetzt haben"

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2015 wurde bei Travis CI an einem neuen Gehaltssystem gearbeitet, um festzulegen, wieviel Gehalt jedem einzelnen Mitarbeiter gezahlt wird, wann ein Mitarbeiter eine Gehaltserhöhung bekommt und eine ganze Reihe an weiteren Einzelheiten. Nach vielem Hin und Her wurde eine Sinatra-App entwickelt, um diese komplexe Gehaltsproblematik zu lösen. In seinem Talk beleuchtet Konstantin Haase diese Thematik von verschiedenen Perspektiven und Ebenen. Er erläutert einzelne Entscheidungen, die getroffen und umgesetzt wurden, welche Folgerungen sich daraus ergaben und beschreibt die interessantesten Phasen der Implementierung.

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hafentalks #4 -Kontantin Haase: Wie wir Gehaltsverhandlungen durch eine Sinatra-App ersetzt haben"

  1. 1. How we replaced Salary Negotiations With a Sinatra App Konstantin Haase @konstantinhaase / @rkh_popcorn Travis CI travis-ci.com
  2. 2. (Most of the) Slides in English, talk auf Deutsch. It’s better than an unverständliches Mischmasch.
  3. 3. During this talk, I’ll tell you how much you could make working at Travis CI. Not including other compensation besides base salary, and only for employees working in Düsseldorf, but feel free to approach me later if you’d like to hear other numbers.
  4. 4. There will be code. I promise.
  5. 5. Salaries
  6. 6. What’s in a salary?
  7. 7. $1,000,000 per episode $100,000 per episode 10x actor?
  8. 8. 10x developer?
  9. 9. “Why are the best programmers 10x more productive than mediocre programmers, but paid only 3x as much?”
  10. 10. “How do bootstrapped companies hire talent?”
  11. 11. ‣ bootstrapped ‣ 38 employees ‣ top talent ‣ base in Berlin, Germany Travis CI
  12. 12. ‣ 9 countries, 16 nationalities ‣ 53% women (50% in engineering) ‣ wide range of backgrounds ‣ we’ll keep hiring Travis CI
  13. 13. Salaries account for 46% of our spendings, making it the biggest cost centre.
  14. 14. We don’t negotiate salaries.
  15. 15. A Sinatra application tells us what to pay someone.
  16. 16. Negotiation skills don’t reflect your value to the company.
  17. 17. Negotiation skills don’t reflect your financial needs.
  18. 18. Salary negotiations harm underrepresented groups.
  19. 19. Source: Fortune Magazine
  20. 20. Source:StatistischesBundesamt
  21. 21. Diversity is not a checkbox. It is more than just how many women or people of color work at your company.
  22. 22. Diversity is not charity. It is about building the best team possible.
  23. 23. The Travis CI Salary Framework™
  24. 24. Developing the “Framework” took a full year. Everyone could participate.
  25. 25. We pay by value. We pay by needs. We use generalised rules that apply to everyone.
  26. 26. Value = Level Level + Location = Salary
  27. 27. Level 7 Level 8 Level 9 Level 10 Level 11 IS level SHOULD level
  28. 28. Level 7 Level 8 Level 9 Level 10 Level 11 IS level SHOULD level
  29. 29. Level 7 Level 8 Level 9 Level 10 Level 11 IS level SHOULD level
  30. 30. Value
  31. 31. How do you define a 10x developer (if they exist)?
  32. 32. Example: Software Engineer — Level 10
  33. 33. Shows an intuitive grasp of situations, analytic approach used only in novel situations.
  34. 34. Is self-motivated to the point that they create new work (for themselves and sometimes others) and has their own vision for what needs to be done.
  35. 35. Understands business requirements. Does not just understand but also shape the big picture.
  36. 36. Engineering Career Path defined up to level 17 at the moment.
  37. 37. Employees should level up about once a year.
  38. 38. If an employee doesn’t get a raise, that’s considered a bug, not a feature.
  39. 39. Needs
  40. 40. We use a generalised “needs” model based on location.
  41. 41. www.economist.com/content/big-mac-index
  42. 42. www.numbeo.com
  43. 43. rkh.im/move
  44. 44. What are living costs?
  45. 45. Consumer Price Index Consumer Price and Rent Index
  46. 46. Long term living costs can differ even if CPI/CPRI is the same. These differences are usually the greatest between countries.
  47. 47. Paying more for having children or a debt is complex and discriminates life choices.
  48. 48. glassdoor.com
  49. 49. payscale.com
  50. 50. Only compare data points from the same source.
  51. 51. Country base line based on how market rates* compare to Berlin. City adjustments based on how the living costs compared to national average. Income tax estimation is added on top. * Factor adjusted upwards for low income countries, for city states Consumer Prices and Rent Index will be used if higher
  52. 52. http://open.buffer.com/transparent-salaries
  53. 53. Rates calculated for 3563 cities in 209 countries Four countries also have 92 regions.
  54. 54. youtube.com/user/CGPGrey
  55. 55. © Lincoln Stoll
  56. 56. Everyone can participate in the salary discussion.
  57. 57. What’s important: Competitive, Comfortable, Fair, Feasible, Prospective
  58. 58. Thank you! Konstantin Haase @konstantinhaase / @rkh_popcorn Travis CI travis-ci.com

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