1. Google
1.1. Evaluare
1.1.1. De 2 ori pe an
1.1.2. Self-assesment
1.1.2.1. Summarize major accomplishments and contributons since last review
1.1.2.2. Strengths
1.1.2.3. Areas of imprevement
1.1.2.4. Toate relativ la asteptarile postului
1.1.2.5. Propuneri:
1.1.2.5.1. Sa facem o lista cu checkbox-uri
1.1.2.5.2. Pe baza de intrebari
1.1.3. Review-uri de la colegi
1.1.3.1. Fiecare alege intre 3 si 8 oameni
1.1.3.2. Managerul alege 1-2 pe langa cei alesi de catre cel care e evaluat
1.1.3.3. Peers comment on your projects and contributions, on your strengths, and on areas for improvement
1.1.3.3.1. Se comenteaza asupra
1.1.3.4. Se indica o lista de oameni care sunt mai buni si mai slabi
1.1.4. Daca cere promovare,
1.1.4.1. motive promovare
1.1.4.2. Exemple clare cu contributiile care il recomanda pentru nivelul urmator
1.1.5. Managerul direct decide ratingul final
1.2. Carreer ladder
1.2.1. Roluri Tehnice
1.2.1.1. SE I
1.2.1.1.1. Obsolete
1.2.1.2. SE II
1.2.1.2.1. Proaspat absolvent licenta
1.2.1.2.2. 1-2 ani pentru promovare
1.2.1.2.3. Salariu: 74 155k Avg 110k
1.2.1.3. SE III
1.2.1.3.1. Incep aici
1.2.1.3.2. Poate sa scrie un document de design al unei componente
1.2.1.3.3. Stie cu ce echipe sa lucreze sa il lanseze
1.2.1.3.4. Scrie cod bine structurat fara feedback de la seniori
1.2.1.3.5. 2-4 ani pentru promovare
1.2.1.3.6. Parte valoroasa dintr-un proiect
1.2.1.3.7. Salariu 93 183k Avg 130
1.2.1.4. Senior Engineer
1.2.1.4.1. Experienta intr-un proiect complex in care sa fi avut un aport personal important
1.2.1.4.2. Necesita o componenta de leadership
1.2.1.4.3. Capabil sa se ocupe de un proiect intreg de unul singur
1.2.1.4.4. Cunoaste bine sistemele companiei
1.2.1.4.5. Capabil sa fie mentor pentru ceilalti
1.2.1.4.6. Salariu 88 224k Avg 161k
1.2.1.5. Staff Engineer
1.2.1.5.1. Are impact la nivel de companie in multe proiecte/echipe
1.2.1.5.2. Se asteapta ca majoritatea sa nu ajunga aici
1.2.1.5.3. E ok sa te opresti la Senior
1.2.1.5.4. 15% ajung aici
1.2.1.5.5. Bazat pe reputatie
1.2.1.5.6. Seteaza standardul unei echipe pentru excelenta tehnica si delivery
1.2.1.5.7. Salariu 153 - 258k Avg 200k
1.2.1.6. Senior Staff Engineer
1.2.1.6.1. Impact mare in industrie
1.2.1.6.2. Impact la nivel de divizie
1.2.1.6.3. S-au ocupat de proiecte care au adus beneficii majore pentru companie
1.2.1.7. Distinguished engineer
1.2.1.7.1. Impact mare in industrie
1.2.1.8. Google Fellow
1.2.1.8.1. Persoane publice in general care au o reputatie in industrie
1.2.1.8.2. Au participat la multe proiecte importante
1.2.1.9. Senior Google Fellow
1.2.2. Roluri Manageriale
1.2.2.1. Technical Lead Manager
1.2.2.2. Director
1.2.2.3. VP
1.2.3. Generalitati
1.2.3.1. Se incepe de la SE2 care e level 3 pe scara
1.2.3.2. Modificarile din alte departamente se fac numai pe acelasi nivel sau cu un pas inapoi
1.2.3.3. Se acorda nivelul la 9 luni dupa angajare
1.2.3.4. Promovarile se acorda de un comitet de manageri pe baza self assesmentului
1.2.3.5. Scara e bazata mai mult pe impact in business decat pe experienta
1.2.3.6. Engineers move between teams
2. Facebook
2.1. Evaluare
2.1.1. De 2 ori pe an
2.1.2. Self assesment
2.1.3. Reviewuri colegi
2.1.4. Manager Assesment
2.1.5. Managerul direct decide ratingul final si daca e timpul potrivit pentru promovare
2.1.6. Au 7 nivele de performanta in functie de procentajul obtinut din evaluare
2.1.7. Maresc salariu si equity o data pe an, de 2 ori bonusuri si promovari
2.1.8. Managerii se intalnesc si fac o calibrare a cifrelor
2.1.9. Totul e calculat prin formule in baza notei
2.1.10. Managerii transmit oamenilor impresiile, la ce nivel sunt, bonusul si orice informatie aditionala atat verbal cat si in scris
2.1.11. Dureaza cam 6 saptamani la toata compania
2.2. Carreer path
2.2.1. Diverse
2.2.1.1. Promovarea se intampla cand e un nivel sustinut de excelenta demonstrat prin contributie si impact
2.2.1.2. Promovarea se intampla dupa mult timp, perioada in care omul deja satisface cerintele pentru urmatorul nivel de ceva vreme.
2.2.1.3. Se face nu doar pentru impact si cod scris bine ci si pentru idei, coaching, good design
2.2.1.4. Nivelurile de management si engineering sunt identice
2.2.2. Niveluri
2.2.2.1. Level 3
2.2.2.1.1. E3
2.2.2.1.2. Salariu
2.2.2.2. Level 4
2.2.2.2.1. E4
2.2.2.2.2. Salariu
2.2.2.3. Level 5
2.2.2.3.1. E5
2.2.2.3.2. M0 (Manager)
2.2.2.3.3. Salariu
2.2.2.4. Level 6
2.2.2.4.1. E6
2.2.2.4.2. M1
2.2.2.5. Level 7
2.2.2.5.1. E7
2.2.2.5.2. M2
2.2.2.6. Level 8
2.2.2.6.1. E8
2.2.2.6.2. D1 (Director)
2.2.2.7. Level 9
2.2.2.7.1. E9
2.2.2.7.2. D2
3. Amazon
3.1. Evaluare
3.1.1. Managerul decide un rating
3.1.1.1. Pe baza a 13 principii de leadership
3.1.1.2. Pe baza performantei prin 4 calificative
3.1.2. Peer feedback
3.1.2.1. Se descrie situatia, actiunea, impactul si asteptarile
3.1.2.2. Se sumarizeaza situatiile in strengths and weeknesses, asociat cu principile de leadership
3.1.3. O data pe an
3.1.4. Exista posibiliatea de a da feedback nesolicitat oricand
3.2. Carreer Ladder
3.2.1. Generalitati
3.2.1.1. Experienta se masoara in proiecte mari, dese ori un programator cu 10-15 ani experienta in proiecte mici e angajat ca SDE I sau respins
3.2.1.2. Level 5 is pretty easy to reach and somebody recruited as an L4 is expected to reach it.
3.2.1.3. 6 is harder and not everybody is expected to get to it.... 7 is much harder .....and beyond that is insanely hard.
3.2.1.4. Less than one-tenth of all engineers are at level 6 and slightly over 1% are at level 7.
3.2.1.5. Cei la nivelurile 8-10 au avut roluri cheie in proiecte de success precum AWS, Kindle sau care au venit de pe pozitii similare din alte companii. Sunt in jur de 12 oameni
3.2.1.6. Top 20% sunt propusi spre promovare, 70% sunt mentinuti fericiti, 10% concediati sau in curs de
3.2.1.7. Promovarea se face de catre manager prin prezentarea catre ceilalti manageri si doar cu acordul lor. In caz de reject angajatul nu mai poate promova timp de 12 luni. Au loc cateva astfel de sedinte pe an
3.2.1.8. Se dau stock options dar nu bonusuri
3.2.1.8.1. Stock options la angajare ~50% din salariul anual, vesting masiv in ultimii 3-4 ani, putin la inceput
3.2.1.8.2. In fiecare an intre 10-15% din salariu
3.2.1.9. 10% reducere pe amazon.com dar pana la 1000$/an
3.2.1.10. Au 2 scari
3.2.1.10.1. Individual Contributor
3.2.1.10.2. Manager
3.2.2. Level 4
3.2.2.1. SDE I
3.2.2.1.1. Angajat nou si fara experienta raportat la nivelul celorlalti ingineri
3.2.2.1.2. Considerat junior, e nivelul pe care se angajeaza cei care abia au absolvit
3.2.2.1.3. Salariu 93k 153k mediu 99k
3.2.2.2. TPM I
3.2.2.2.1. Technical program manager
3.2.2.2.2. E un fel de product owner
3.2.2.2.3. Poarta atat palarie de project manager cat si de arhitect
3.2.2.2.4. Salariu 86 - 158, mediu 118
3.2.2.3. System Engineer I
3.2.2.4. Support Engineer I
3.2.3. Level 5
3.2.3.1. SDE II
3.2.3.1.1. Cativa ani experienta
3.2.3.1.2. Includ experienta cu aplicatii mari si ceva experienta in arhitectura
3.2.3.1.3. Se ajunge cam dupa 2-3 ani
3.2.3.1.4. Salariu: 80k - 125k, mediu 116k
3.2.3.2. TPM II
3.2.3.2.1. Salariu 95 - 160, mediu 125k
3.2.3.3. System Engineer II
3.2.3.4. Support Engineer II
3.2.4. Level 6
3.2.4.1. SDE III
3.2.4.1.1. Multi ani experienta
3.2.4.1.2. Au condus cel putin un proiect foarte greu si important
3.2.4.1.3. Salariu - 105k 183k, mediu 128k
3.2.4.2. TPM III
3.2.4.2.1. Salariu 120 - 178, mediu 147
3.2.4.3. System Engineer III
3.2.4.4. Support Engineer III
3.2.5. Level 7
3.2.5.1. Principal SDE
3.2.5.1.1. 10-15 ani experienta
3.2.5.1.2. Articole de specialitate publicate
3.2.5.2. Principal TPM
3.2.5.2.1. Salariu 115k 160k mediu 142k
3.2.6. Level 8
3.2.6.1. Sr. Principal SDE
3.2.6.2. Director
3.2.7. Level 10
3.2.7.1. VP (CTO)
3.2.7.2. Distinguished SD
3.2.8. Level 12
3.2.8.1. CEO
4. Microsoft
4.1. Carrer Path
4.1.1. Engineering
4.1.1.1. Software Development Engineer (SDE)
4.1.1.1.1. you’re straight out of college. Your education hasn’t prepared you to work in a professional team environment with money on the line and customers that aren’t figments of your professor’s imagination. You’re clueless.
4.1.1.1.2. You will be assigned simple features to work on. Typically, these features are well understood and have been implemented similarly before. Most of the work is a matter of modifying code or filling in detailed code. Your mandate is “Don’t burn down the house” and to learn the ropes (i.e. how things are done in the group).
4.1.1.1.3. Salariu
4.1.1.2. Software Development Engineer 2 (SDE 2)
4.1.1.2.1. you can code up anything your lead asks of you. Period. If you don’t know how, you know who to ask, or who to ask who to ask. This is the last time you’ll be differentiated by your coding skills.
4.1.1.2.2. You will be responsible for a set of related features, or parts of a project that are well-known and well-defined. You’re expected to own and execute this set of features end-to-end, with some guidance. The work is mostly about executing, not creating new solutions.
4.1.1.2.3. Salariu
4.1.1.3. Senior Software Development Engineer (Sr. SDE)
4.1.1.3.1. you influence the rest of your team of roughly 3 – 12 engineers. You influence them as their managing lead or as their technical lead. Either way, your impact extends beyond what you can do alone.
4.1.1.3.2. The jump from SDE II to Senior SDE is non-trivial, or even difficult sometimes. You’re expected to independently own an entire project that could be fairly complex. The projects are often vaguely defined, with plenty of ambiguities. You, as a senior level engineer, should be able to “figure things out” to come to a good end-to-end solution. Issues they need to think about include “What kind of architecture would work the best?”, “What’s the efficiency or complexity of our solution?”, or “Can we delivery on time?” Good examples of the scope of work for Senior SDEs include: chart integration for Word SmartArt plugin for PowerPoint compatibility mode for IE
4.1.1.3.3. Salariu
4.1.1.4. Principal Software Development Engineer
4.1.1.4.1. you influence the entire group of roughly 12 – 80 engineers. You influence them as their discipline manager, group manager, architect, or core technology guru. Regardless, you have become a key person in your organization
4.1.1.4.2. Jumping from Senior SDE to Principal level is one of the most difficult things to do at Microsoft. You’re expected to be a true technical leader and provide your group/division with technical directions at a strategic level and improve the team’s productivity or work quality by at least 10x. Your manager won’t be telling you what to do because your job is to decide what the group should focus on. Here are some possible projects for Principal SDEs: Extensibility feature of Word presentation and formatting for PowerPoint Javascript engine for IE
4.1.1.4.3. Salariu
4.1.1.5. Partner Software Development Engineer
4.1.1.5.1. you influence the entire organization of 80 – 500 engineers. You are the discipline director, general manager, partner architect, or core technology worldwide expert. You have become a partner at the company.
4.1.1.5.2. The impact level of your work is not only product-wide, but it also spans across multiple products. Your work has direct and visible impact to Microsoft’s business and technology. As a partner-level individual contributor, you are likely to be one of a handful of architects for a major Microsoft product, such as Bing, Xbox, SQL Server, etc. You make strategic contributions by providing technical leadership. You get to think about future architecture, cross product alignment, and technology innovation for key Microsoft products.
4.1.1.5.3. Salariu
4.1.1.6. Distinguished Engineer
4.1.1.7. Technical Fellow
4.1.1.7.1. you influence the entire division and with it the entire industry (from 500 to millions of engineers). You are the distinguished engineer, technical fellow, or vice president. Money is probably not a concern of yours anymore unless you have a serious gambling problem.
4.1.2. Leaders
4.1.2.1. Software Development Engineer 2 Lead (SDE)
4.1.2.2. Senior Software Development Engineer Lead
4.1.2.3. Principal Software Development Engineer Lead
4.1.2.4. Partner Software Development Engineer Lead
4.1.3. Managers
4.1.3.1. Senior Software Development Engineer Manager
4.1.3.2. Principal Software Development Engineer Manager
4.1.3.3. Partner Software Development Engineer Manager
4.1.3.4. Corporate Vice President - SDE
4.2. Promovari
4.2.1. Distributie fortata
4.2.1.1. 1 - top 20%
4.2.1.2. 2 - next 20%
4.2.1.3. 3 - next 40%
4.2.1.4. 4 - next 13%
4.2.1.5. 5 - next 7%
4.2.2. Promotions are based on your ranking, your time in level, if there is an opportunity for work at the next level available, and promotional budget.
4.2.3. It is expected that about 30% of employees will get promoted a level (like from 59 to 60) each year. This means it is typical to take about 3 years per level (but obviously some employees are faster than this, some slower).
4.2.4. Fiecare nivel e de fapt o banda
4.2.4.1. Band 1: 58, 59, 60 (SDE/PM)
4.2.4.1.1. Level 59 – Straight out of school with an undergraduate degree.
4.2.4.1.2. Level 60 – Straight out of school with a master’s degree or college grads with some experience
4.2.4.2. Band 2: 61, 62 (SDE 2/PM 2)
4.2.4.2.1. Level 61 & 62 – Straight out of school with a PhD or others with at least 5-7 years of industry experience.
4.2.4.3. Band 3: 63, 64 (Senior Dev/Senior PM)
4.2.4.3.1. Level 63 & 64 – People with at least 7-10 years of experience. Their work is expected to set direction for the team.
4.2.4.4. Band 4: 65, 66, 67 (Principal Dev/Principal PM)
4.2.4.4.1. Level 65, 66, 67 – People not only with significant professional experience, but also with proven track record of shipping large, complex software and leading development teams. Their work impacts their division.
4.2.4.5. Band 5: 68, 69, 70 (Partner)
4.2.4.5.1. Level 68, 69, 70 – A tiny group of people. Their work has business impact at the company level for Microsoft. Each year, there are very limited number of spots at this level open up within each division.
4.2.5. It is a lot harder to get promotions that cross bands (60 to 61, 62 to 63, 64 to 65) than it is to get promotions with in the bands.
4.2.6. De citit
4.2.6.1. http://blogs.msdn.com/b/eric_brechner/archive/2010/06/01/level-up.aspx