Vergleich: Zillow vs PayScale BETAErfahren Sie, wie PayScale bei Mitarbeiterbewertungen, Stellenangeboten, Befürwortung der Geschäftsführung, Unternehmensperspektive und vielem mehr im Vergleich zu Zillow dasteht.
Was sagen die Mitarbeiter?
Ich habe für mehr als 10 Jahre bei PayScale gearbeitet (Vollzeit)
I like to evaluate jobs on 5 dimensions (I don't think I invented this, but I don't remember where I get them): * Total Rewards: This is how much money you're paid, the benefits, the fringe... benefits, etc. * Your Peers * Your Manager * Interestingness of the work * Perceived social value of the work Everyone places different importance to the different dimensions, and everyone has a different threshold. For me, PayScale far-exceeded my threshold (and all competing companies) for over a decade. * Total Rewards: The pay is competitive with the market. The world-life balance at PayScale is phenomenal. You're expected to work 40 hours per week. You're _rarely_ going to get asked to work more than that. The PTO is good. The week off for July 4th is _great_. The total rewards are 🤩. * Your peers: they're unique, they're interesting, they're ready to help, they're smart, they're dedicated, they're thoughtful. They're people you want to work with. * The manager: My manager fit my working style perfectly. He gave me the autonomy I needed and was always willing to help. * Interestingness of the work: There are _so_ many interesting things to work on. There are really important things to work on for our customers. * Social Value of the work: PayScale does primary research on important topics in the world. You will meet people who ask you where you work, and then say: "OH MY GOSH! I used you guys to get a raise!" You are helping employers understand how to pay people _right_. I loved my time working at PayScale. I whole-heartedly endorse it! I'm excited for the new execs. In my short time with them, I was very impressed and I think they'll do great things.
The engineering org has grown a lot in the last couple of years. The team has outgrown some processes haven't been updated... mostly around communication.
Rat an das Management
Focus on installing a group of Engineering Managers to run the teams. Your awesome engineers need someone to continue to grow them. The VP/Director level needs someone to help them.