Are you paying in line with market rates? Get an inside look into Pave's compensation data for 5 top job families—including software engineering, product management, sales, and more. Learn more here: ➡ https://bityl.co/QV8a
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The compensation levels of Accountants, CFOs, and COOs in web3 are no longer secret. Over 1,000 finance professionals have accessed the Web3 Finance Compensation Report. You might have missed it. Here are the main takeaways: 1️⃣ This is a 4-month-long study led by the Web3 Finance Club (850+ web3-friendly finance people together on Slack) and Request Finance, with insights from hundreds of respondents 💻 2️⃣ The report highlights salary discrepancies between women and men, and the results are frustrating 😠 3️⃣ We learn that Web3-friendly accountants earn up to 118% more than others 💲 4️⃣ Compensation packages depend on geography, while the fully remote trend makes things more fair 🌏 5️⃣ CFOs and COOs earn more in Web3 than elsewhere 👏 🏆 https://lnkd.in/eX7Bx5Xv
The Ultimate Web3 Compensation Report
web3financeclub.com
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Harvard-Educated Historian of Science | Social Entrepreneur | Nonprofit Development & Advancement Expert | Aspiring American Academy of Arts and Sciences President
Hi Data Nerds! Check out these neat reports from Flowing Data on how your degree and hours worked per week relates to your income! Should you be asking for more? Working less hours?
Jobs with Higher Income and Fewer Hours
https://flowingdata.com
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Want to get started with market pricing? ⏸️ Before you begin, do the prep work first! To get started with market pricing, you will need: • Data • A handle on your jobs/job architecture • A clear vision of your job pricing philosophy Now that you've done your prep work, here are the 4️⃣ key steps of market pricing! STEP 1: Determine Benchmark Jobs - Benchmark jobs are the ones easiest to align with the broader market. Benchmark jobs will have similar functions, responsibilities, and possibly even titles across industries. STEP 2: Job Matching 🔄 - Match your benchmark jobs to jobs from your salary data 💼. - If you have a formal job architecture, align your levels with any included in your data source. - After your benchmark jobs are matched up, you can slot in your non-benchmark jobs based on experience level, value creation, etc. STEP 3: Data Alignment 📈 - Think about how you want to slice and dice your data. For example, do you want to just look at your specific industry or are there several in which you compete for talent? STEP 4: Price and Evaluate 💰 - Use your compensation philosophy to price your jobs relative to the data. - Double check your work and make changes as appropriate while considering your overall budget. Want to learn more about market pricing? Check out our market pricing guide here: https://lnkd.in/gp9CcxnU #BetterComp #MarketPricing #Compensation
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Tech professionals, don’t miss our 2024 Tech and Digital Compensation Study and Industry Report! Get detailed compensation reporting across 63 tech and digital roles and a closer look at the labor market. #techjobs #techsalaries
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For us, data scientists, it is important to make sure all features are what you expect them to be.🎯 There's nothing more frustrating than disregarding a client's salary because it's unpredictive, only to find out later it was treated as a character, making clients with 100 almost equal to 100,000. Or doing the same with dates and discovering all activities on the 1st of the month are significant by mistake because the date was ordered alphabetically. We could go on and on, but the bottom line is - check your data types!✅
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SEO for Job Sites | Chief Product Officer/Co-Founder Job Hub Central, Owner, Coneflower Digital, LLC.
DATA TIME! Since the August 2023 Core Algorithm Update is all done, I thought it'd be a good time to check in on our favorite query "Part time jobs in Los Angeles, CA" and see how everyone is doing. The chart here shows the % of the total number of buttons shown (share of voice) in all the job details for this query. Key takeaways: - There were more total buttons being shown this time (558 vs 319 buttons prior) - This created a greater diversity of publishers (107 vs 56 prior) getting some visibility, which drove down the Share of Voice for some of our usual suspects - Winners: Talent.com, BeBee...everyone else! - Big shake up for Zip, LinkedIn and Salary.com As always, let me know if you want to see more data!
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Today, we’re introducing even more detail to Pave’s free Market Data—the largest real-time compensation dataset available with salary and equity data from 7,500+ public and private companies across the globe. As companies mature, so does their approach to compensation, which means that comp leaders need more specificity and clarity in market data. With these updates, compensation leaders can now explore: ✅ The companies that participate in Pave’s dataset ✅ 50+ new job families ✅ 40th & 60th pay percentiles ✅ Public and private companies Learn more about how to access these features on our blog: ➡ https://bityl.co/PAbM
New in Market Data—even more detailed compensation data, for free | Pave | Data-Driven Total Compensation Platform
pave.com
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I help teams improve data quality and trust by reducing data outages, downtime, and surfacing anomalies with data observability.
💼 Is it possible to double my salary? 🌐 Is the economy affecting data engineering jobs? 🧠 How do I handle leaders that don't *get* data? You asked, we answered. Bigeye CTO Egor Gryaznov and guest James Greenhill share their best advice, real-world experiences and data horror stories in our most popular livestream, including how to maximize your salary with your next career move. Watch here: https://lnkd.in/dC_6ZHaw .
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🎓 Last Call to Help Me Graduate 🎓 I only need a few more participants, so please help me in this final stretch! I would appreciate it if you would participate in my online survey. The survey will only take 5 minutes of your time and is completely anonymous. What you will gain: My thesis will provide you with insights into how different salary structures affect the motivation of your employees of different ages. I need participants with: 💰 A fixed salary (regardless of your performance) 💰 A fixed + partially performance-dependent salary (e.g., bonuses, sales percentages, etc.) 💰 A mostly or highly performance-dependent salary (e.g., bonuses, sales percentages, etc.) ✅ Dutch Nationality ✅ Work in the Private Sector You can participate by clicking on this link: https://lnkd.in/eCTsAeiw Thank you for considering this opportunity and for your support of my academic research! 📊 Today will be the last day you can participate. Tomorrow, I will start analyzing the data and writing the insight 🔍
Qualtrics Survey | Qualtrics Experience Management
erasmusuniversity.eu.qualtrics.com
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In early stage, speed to market is a superpower. Simply getting shit done. Week after week. Win after win. Small wins, big wins, medium size wins. Just get wins on the board. I'll personally do a better job sharing some of our wins, because ultimately they are YOUR wins too. Just this past week: 1. Users saying that our primary quota attainment metric on the summary profile page didn't seem accurate... Prior we were including all roles/submissions (still date limited to past 12 months), and we tweaked that to only include quota carrying roles. 2. "WHEN ARE YOU COMING TO MY COUNTRY?"... A couple months ago we quietly rolled out submitting data in native currencies (~10 of them) and now we've launched salary data for UK, Ireland, Canada, and Australia... more coming. 3. Have you read the reviews on some of the profiles? We've collected 1000s of them (rolling them out slowly you won't see them everywhere but 1000s more added per month). 4. Job matching preferences - We've started alerting our users that they've been proactively matched to jobs based on what we know - go add your location (and a bunch of other preferences if you want to join our early adopter auto-job matching program). Ping me in the comments with questions.
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