s11s

Here you go - <https://datastudio.google.com/s/nezEGSNwZvc>

Hey <@U02VDMMC2Q5> - this belongs in <#C0318NH5G3C|>

You might get surprised at times… try anyway

It's always below market standards. But, there are other positives if we are not too hung up on the pay. In IBM, the training provided is excellent plus the opportunity to switch roles. The other plus is getting to learn from industry veterans. It's a rich experience.

Ok adding context to my comment since we are quick to judge / bash a indian service mnc company. I work for hcl for two years and have moved after working for citrix - Citrix is not a FANG nor a SaaS startup but definitely not a bad paymaster and i was well incentivised to join hcl.

Not selling hcl here but breaking some myths because i believe it is important as an Indian. There are many other challenges workings for this organisation but getting paid for your talent is not one.

today’s marketer has to be a full stack marketer according to me. However you should show decision makers that your quality will start to suffer and scalability will be affected if another person isn’t added to the team. You shd ideally be compensated for one more marketer’s role.

<@U039FQ2SNNN>  What If there's another marketer as well, who, does the same stuff, but for a different product of the same Tech SaaS?

As long as you’re hitting your targets n KPIs you can ask for appraisals. If there are other marketers onboard and they are helping work towards the same goals it should be fine.

The concept of full stack marketing feels to me like jack of all trades but master of none. Master one skill (you cannot really master a skill, there's always something left to learn), and then learn adjacent skills. Example 
: you're getting better at writing content. Now learn on-page SEO.

7 lpa given all the conditions would be a safe ask. you'll get that in the market easily if you position yourself right.

Different companies have different appraisal cycles. Some do it yearly, some do it half-yearly. Best is to check with your HR or manager on the process.

We are a 3 fulltime, I consultant, 1 intern company. So no HR :sweat_smile:

At the time of appraisal,

• Agree with your manager on your roles and responsibilities
• Agree on your goals/OKRs
• Get your data ready on the work you did and share it with your manager before hand
• Do a 1:1 to go over the numbers, what you did vs what you were supposed to do and find obstacles/reasons for unfinished tasks/goals and what could've been done better. Was it external/internal factors?

<@U03AHQURB98> no manager either? If you're comfortable speaking with your manager, speak to the founder on the framework or process. Don't ask when will you get appraisal. Always frame your question on the process. Ask "What's the process and timelines of salary appraisals at our company?" And ask if you're eligible.

The founder himself is my boss &amp; I'm the first employee here:)

I can surely talk with him about what I did vs what I was supposed to do. I think that can be a meaningful conversation!

Well you missed adding this critical detail in your initial note. The advice remains the same however, talk to them!

Ohh, sorry for that :sweat_smile:

But being the 1st employee has something to do with salary appraisal, also?

No but the size of the company means there are no set processes for anything :slightly_smiling_face:

Usually in a small startup like your it would be an annual appraisal cycle, but as <@U02USELSBRT> mentioned better to get clarity from them

I have a different POV.  In such a startup, I doubt if there is any process for appraisal. Best way would be to demonstrate value to founder and build dependability and then speak about appraisals.

Company's based out of India? At least 15k. Company based in the US/CAN/EU, it'll be $450+.

I have typically seen writers charge 10-12k but then again depends on how extensive the research is + feedback/revisions

<#C02S4318139|> is the place. And please follow the community guidelines for the channel.

Depending on the niche experience, you can end up paying ₹5-10/word for good writers. This is for Indian SaaS writers though!

Okay that's for the blog. What about marketing though? Does this cost involves both writing and marketing? 

Hi Kaavian, by marketing of blogs do you mean distribution on third party sites? Or something else? 

<@U0361UQSKGQ> yeah including that too. But that cannot be the only distribution channel right?

Yes. Based on the responses from the community.

16b200ed-d0ab-4224-81a7-10e4b4a3fce3.pdf.pdf

Data aside, such a nicely designed report!

Flipkart UXR roles were 25-28 LPA + ESOPs (dtd 2017) for someone with Masters + 3 years of workex

We have done a similar exercise a few months back. Will send you the Google Data studio dashboard link shortly

That will be really helpful. I wish to show the results and encourage people to opt for B2B marketing. Curiously waiting for the link.

<@U02PDC4883V> Can you share the link with me as well? TIA

<https://datastudio.google.com/s/p3_rJnXuki0|https://datastudio.google.com/s/p3_rJnXuki0>

Hi <@U02PDC4883V> Just wanted to clarify these salaries are in INR LPA right?Or what is the unit of salaries/Y-axis? A bit confused there.

Thanks for the share <@U031QKGPNRK> it was pretty useful

Probably missed replying to this message, but the folks at a16z had an interesting take on this. They call it 'The Law of Crappy People.' Do read it if you find the time for it. <https://a16z.com/2011/03/16/titles-and-promotions/>

Is there a salary benchmark survey report to understand range by saas marketing job titles &amp; experience in years

Hey <@U02PDC6B0HH> / <@U02TTEFFU6B> would you mind sharing the benchmark report link again please?

<https://lookerstudio.google.com/reporting/8abf7a11-455e-4a94-881c-d7ab60ada69a>

I was away when Mayank pinged and this message drowned in the slew of messages I came back to. Apologies.

Ask for a fair compensation! You deserve to be paid for your work.

Don't trust anyone's words.

Do not join without compensation. Figure out what your fair rate is and charge it. 

Don't work one day for free, <@U05SBMEF4TD>!

Even if you do that set your salary from day 1. They can pay it later when they have money. 

Agreed, But what if its a new company that's just getting started. They hardly have 6 pilot batches going on and are have 2 paying customers. I heard everyone else (the founders friends) are working for free to add value to their portfolio and support him.

Thoughts? <@U030T0P2R1B>

No matter the stage of the company, don't work for free

Umm Take a chance if you want to <@U05SBMEF4TD> 

But let me tell you one Incidence, I joined a company on My Leader's word. I joined at a lesser package than the other companies were okay paying me, since he promised a salary correction in Dec. 
Now he is no longer with the company. Haha. 

Noone has seen future. Probably if you take risk now, you may get rewarded in the future really well. 

But what if the risk results in risk. 

Take a call.

Yea I'll have to take a call..the market is promising and it's AI related with only 1-2 players in the market. Both have achieved big feats with enterprises.

Maybe I'll draw a freelance retainer just incase.

Nowhere full-time as of now. Consulting in a small company for a minimal fee to sustain. But, im looking for more freelance roles that pays.

Ask for stocks. Keep it written in the offer letter

Also, check if they have stocks on Qapita or Carta

The company hasn't formulated yet..it isn't even registered because the product is still an idea and im helping test the hypothesis. 

I don't want to ask for a minimal pay and set a low bar just because he didnt have money in the start and later raised funds and can pay fair compensation.

Company hans't been formulated and they are hiring folks? How is it possible!

They aren't hiring..they asked if I could help as a product marketer for sales decks, company decks, positioning, research,etc. There is 1 other sales guy as well who is doing it full time. I haven't had the chance to ask him how he's compensated.

Hey guys, do you know any platforms where we can check salaries or hikes offered to the new age roles like founding member? Someone suggested <http://6figr.com|6figr.com>, but that's don't have such details too!

<@U03AHQURB98>
There is <https://www.repvue.com/> for sales and BDR folks

Carta is running a campaign where if you email them they will tell you the average salary range based on experience, location and domain.

check pinned posts, is that what you were looking for ?

I've got a report for Engineers and dev talent

<@U0690UNQKA9> Could you please share the same with me.

Hey, can everyone request the info *<https://www.wisemonk.io/contact|here>*? You can be more specific about the roles and you will get it on your email. <@U06CQT0KZR8> <@U04Q33X8NJD> <@U04M27AUV9V>

Hey folks, Any recommendations for a compensation benchmarking tool?

<@U069B1C7LGM> - <http://compup.io|compup.io>

Hey, would like to connect to Marketing leaders- have you attached any performance variable pay for growth and content marketing ?

If you do, it goes a long way. If leads from content are poor- it will force the content team to have deeper look as to what kind of keywords/pieces are bringing in the right traffic and if they even converting. Unless just doing brand marketing, works to have performance variable for content marketing person

Hey Kinjal,

it works really well. They are exactly doing sales - The form of communication and channels are just different

I have seen that with growth marketing for sure. With content, not so much because there isn't too many outcomes that you can control in terms of revenue. But that's my reason why i would not have performamce based comp for content

Can anyone help with a salary range for a Head of Marketing level - preferably SAAS with US market exp

<https://lookerstudio.google.com/reporting/5e60a1e7-0526-4b2d-b2a7-acc3ce8d2cb1>

You can also check levels  for near real time data :<https://www.levels.fyi>