Compensation data from companies like Radford comes with three challenges
1. Your internal leveling scheme for SDEs needs to have been sorted out. External titles like "senior" are pretty meaningless, so one reasonable solution is mapping SDEs to an internal numerical tier so you can differentiate between "senior" and actual "senior".
2. Radford data comes with a trillion job titles. You need to identify the relevant ones and how your internal tiers map to them.
3. In markets where compensation is exploding (Seattle a few years ago), compensation data is a trailing indicator of what market rates you need to pay for new hires. You get fresher, but noisier, signals from candidates who reject your offers and from your personal network.
1. Your internal leveling scheme for SDEs needs to have been sorted out. External titles like "senior" are pretty meaningless, so one reasonable solution is mapping SDEs to an internal numerical tier so you can differentiate between "senior" and actual "senior".
2. Radford data comes with a trillion job titles. You need to identify the relevant ones and how your internal tiers map to them.
3. In markets where compensation is exploding (Seattle a few years ago), compensation data is a trailing indicator of what market rates you need to pay for new hires. You get fresher, but noisier, signals from candidates who reject your offers and from your personal network.