Shulou(Shulou.com)11/24 Report--

Rahul Pandey is a former engineer and manager of Meta and now runs the career coaching YouTube channel. By the time he left Meta in 22 and chose to start a business, he had already received an annual salary of $823000.

When Rahul Pandey, the former technical director of Meta, started his career, he heard the saying that technology workers earn 500000 dollars a year.

At that time, he thought that the possibility was very low. Unexpectedly, in just a few years, he earned more than this number. (too ordinary)

Over the past decade, Pandey has worked as a software engineer at a number of companies in Silicon Valley and has seen a significant increase in revenue.

After graduating from Stanford, he worked as a founding engineer at a startup before joining Pinterest for two and a half years.

In 17 years, he joined Facebook (later Meta) and worked there as a senior engineer for nearly five years.

At Meta, his salary quickly rose to more than $800000 a year.

In 2022, he left Meta to start Taro, a community that helps other engineers achieve similar professional success.

Struggling with anxiety when he first joined Meta, in 2017, Pandey got the offer of a senior engineer at Facebook. Including--

170000 dollars in basic salary

A signing bonus of $45000

$150000 restricted stock unit

15% target year-end bonus

The total salary for the first year is $390k.

At the time, Pandey had five offer from Snapchat, Uber and Airbnb, so he had enough leverage to talk about a good equity proposal.

In the end, Pandey chose Facebook, which not only has a good salary, but also offers a good project with great potential.

In my first few months as an engineer at Facebook, it was difficult.

In order to adapt to the company's culture and tools, he experienced impostor syndrome and anxiety.

He spent a lot of extra time in the office, trying to master a huge code base on his own, but without success.

As an E5 engineer at Facebook, he needs to be able to work independently and contribute quickly.

He is afraid to ask for help, for fear that it will make others feel that he is not qualified for E 5.

At the end of the first half year, the manager said he was doing well, but hoped he would take more responsibility in the team.

Facebook is also struggling. Pandey's products have been delayed, and Facebook's share price has plummeted and employee morale has been affected by the Cambridge Analytics scandal.

Several colleagues on the team chose to resign and join other companies.

But Panday feels that he has only been in the company for a year and it is too early to change jobs.

He began to promote deeper collaboration in the team. If you don't know what your colleagues are doing, they don't know what they're doing, or you don't know how these parts fit together, you can't take the lead in your work.

When he finally began to take advantage of the talent around him, he also became more confident in the code base and technical direction.

He will contact the engineers on the team and the technical leaders of the next team and say to them, "I need 30 minutes to understand how my work on a project will help you, and I really need your feedback." "

He will communicate with everyone one-on-one, learn about their priorities and learn from their work. The feedback from the conversation allows him to prioritize his work and deliver it smoothly.

As a result, he received a "much higher-than-expected" rating, which is available only to the top 10% of engineers.

Two years later, he became more confident that after two years of working at Facebook, Pandey finally reached the pinnacle of productivity.

He built an internal tool that was adopted throughout the organization, saving engineers a lot of time.

He not only has the technical knowledge to get the job done, but also has enough background knowledge to lead the whole project. This is the key to becoming a senior engineer or chief engineer.

At the end of 2019, he received a second "much higher than expected" rating and additional equity awards for senior executives.

Within four years, his stake had risen to $400000.

During the turbulent epidemic, people began to work from home, and the use of Facebook broke the record.

The team experienced some stress during peak traffic, but Pandey handled it well-- he was one of the most experienced people on the team and could quickly diagnose and fix problems in multiple technology stacks.

At the end of 2020, he was promoted to senior engineer. This directly increased my base salary by 14%, to $231000, and acquired a large stake worth $250000.

Most of his salary comes from equity.

In the last year of Facebook, Pandey was promoted to manager. After working on the same team for three years, he jumped to another team.

At the end of 2021, he began to explore what the world outside Meta was like.

After nearly a decade of working in the technology industry, he achieved financial freedom. He realized that he could learn a lot besides writing code.

In 2022, Pandey left Meta to start his own startup, Taro.

What can you do to increase your chances of promotion Pandey's total compensation in 2021 will be more than $800000 due to the strong performance of the team and the rising share price of Meta.

He became the top 1% of the highest-earning people in the United States. In a way, it depends to a large extent on luck.

But luck is not replicable. But Pandey firmly believes that we can try to create luck and opportunities.

He gave the following advice--

1. As an executive for at least two years, job-hopping is effective early in your career, but not when you are in a higher position.

It takes years of team background, interpersonal relationships and influence to get in touch with employees.

Only by building enough trust between people can you solve enough problems and get you promoted.

Too many engineers are often half-hearted and go to the new company for an interview from time to time.

Pandey attributed his success to more than three years of persistence in the team.

two。 We may all be dissatisfied with the way we improve our ratings, and strategically speaking, we may all be dissatisfied with the ratings we have received.

But Pure Pure to increase their working hours, generally will not work.

Pandey proposes two structural changes--

We all struggle at some point, but the solution is rarely to devote more time to work alone. I propose two structural changes:

Have regular performance discussions with the manager or technical supervisor to get feedback on how you can do better.

Understand your company's evaluation system. How can you find jobs that have an undeniable impact on the team and the product, and how do you measure the impact?

3. Don't forget that equity is also valuable to create wealth in technology, so you need to own a portion of your company.

2021 is the year of Pendey's Meta wealth boom. Of the $800k in compensation, nearly $600k comes from stocks.

In the best companies, whether startups or large technology companies, a large part of their salary is in stocks.

Many engineers are short-sighted to focus on the basic salary without understanding the value of equity they can get as the company grows.

Leaving Meta is much better than it was in 2017.

Pandey attributes this to a shift in thinking: building deep relationships at work.

The prerequisite for growing up in a complex, fast-growing team is to ask questions.

By getting constructive feedback from colleagues, you can identify high-impact projects and deliver them.

As a successful person, Pandey's experience may be somewhat accidental, but tools and strategies should not be so difficult to learn.

That's why he started joinTaro.com: simple ideas and ideas can make people feel less frustrated, earn more, and make tech workers happier.

Too many engineers have stagnated for a long time in their careers. I hope they can make a meaningful change.

Reference:

Https://www.businessinsider.com/meta-salary-increase-tips-engineer-2023-10?inline-endstory-related-recommendations=

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