2015 wurde bei Travis CI an einem neuen Gehaltssystem gearbeitet, um festzulegen, wieviel Gehalt jedem einzelnen Mitarbeiter gezahlt wird, wann ein Mitarbeiter eine Gehaltserhöhung bekommt und eine ganze Reihe an weiteren Einzelheiten. Nach vielem Hin und Her wurde eine Sinatra-App entwickelt, um diese komplexe Gehaltsproblematik zu lösen. In seinem Talk beleuchtet Konstantin Haase diese Thematik von verschiedenen Perspektiven und Ebenen. Er erläutert einzelne Entscheidungen, die getroffen und umgesetzt wurden, welche Folgerungen sich daraus ergaben und beschreibt die interessantesten Phasen der Implementierung.

1. How we replaced Salary Negotiations
With a Sinatra App
Konstantin Haase
@konstantinhaase / @rkh_popcorn
Travis CI
travis-ci.com

2. (Most of the) Slides in English, talk
auf Deutsch.
It’s better than an unverständliches Mischmasch.

3. During this talk, I’ll tell you
how much you could make
working at Travis CI.
Not including other compensation besides base salary, and only for employees
working in Düsseldorf, but feel free to approach me later if you’d like to hear other
numbers.

4. There will be code.
I promise.

5. Salaries

11. What’s in a salary?

15. $1,000,000 per episode $100,000 per episode
10x actor?

16. 10x developer?

21. “Why are the best programmers
10x more productive than
mediocre programmers, but paid
only 3x as much?”

22. “How do bootstrapped
companies hire talent?”

24. ‣ bootstrapped
‣ 38 employees
‣ top talent
‣ base in Berlin, Germany
Travis CI

25. ‣ 9 countries, 16 nationalities
‣ 53% women (50% in engineering)
‣ wide range of backgrounds
‣ we’ll keep hiring
Travis CI

30. Salaries account for 46% of
our spendings, making it the
biggest cost centre.

31. We don’t negotiate
salaries.

32. A Sinatra application tells us what
to pay someone.

33. Negotiation skills don’t
reflect your value to the
company.

34. Negotiation skills
don’t reflect your
financial needs.

35. Salary negotiations harm
underrepresented
groups.

37. Source: Fortune Magazine

38. Source:StatistischesBundesamt

39. Diversity is not a checkbox.
It is more than just how many women or people
of color work at your company.

40. Diversity is not charity.
It is about building
the best team possible.

41. The Travis CI Salary
Framework™

43. Developing the “Framework”
took a full year.
Everyone could participate.

44. We pay by value.
We pay by needs.
We use generalised rules
that apply to everyone.

45. Value = Level
Level + Location = Salary

46. Level 7
Level 8
Level 9
Level 10
Level 11
IS level
SHOULD level

47. Level 7
Level 8
Level 9
Level 10
Level 11
IS level SHOULD level

48. Level 7
Level 8
Level 9
Level 10
Level 11
IS level
SHOULD level

49. Value

51. How do you define a 10x
developer (if they exist)?

52. Example:
Software Engineer — Level 10

53. Shows an intuitive grasp of
situations, analytic approach
used only in novel situations.

54. Is self-motivated to the point that they
create new work (for themselves and
sometimes others) and has their own
vision for what needs to be done.

55. Understands business requirements.
Does not just understand but also shape
the big picture.

56. Engineering Career Path defined
up to level 17 at the moment.

57. Employees should level up about
once a year.

58. If an employee doesn’t get a raise,
that’s considered a bug, not a
feature.

59. Needs

60. We use a generalised “needs” model
based on location.

62. www.economist.com/content/big-mac-index

64. www.numbeo.com

65. rkh.im/move

67. What are living costs?

68. Consumer Price Index
Consumer Price and Rent Index

71. Long term living costs can differ
even if CPI/CPRI is the same.
These differences are usually the
greatest between countries.

72. Paying more for having children or a
debt is complex and discriminates
life choices.

73. glassdoor.com

74. payscale.com

77. Only compare data points from the
same source.

83. Country base line based on how market rates*
compare to Berlin.
City adjustments based on how the living costs
compared to national average.
Income tax estimation is added on top.
* Factor adjusted upwards for low income countries, for city states Consumer Prices and Rent Index will be used if higher

84. http://open.buffer.com/transparent-salaries

87. Rates calculated for 3563 cities
in 209 countries
Four countries also have 92 regions.

88. youtube.com/user/CGPGrey

92. © Lincoln Stoll

93. Everyone can participate in the
salary discussion.

95. What’s important:
Competitive, Comfortable,
Fair, Feasible, Prospective

96. Thank you!
Konstantin Haase
@konstantinhaase / @rkh_popcorn
Travis CI
travis-ci.com