Right now I'm head of R&D.
I can tell you starting engineers on my team make about 10% more than their Bay Area counterparts. That's a deliberate decision backed by our Board.
I can respect that.
It sounds like you actually were promoted a couple of times since relocating and now you're in a leadership/director position. I'm not surprised your salary increased.
But honestly, I find it hard to believe you can match a senior level salary here in the Bay Area at a larger company.
A standard offer for someone that is not really "gifted" is $160-$190k base + $100-$150k/yr RSUs.
You're really able to pay people over $250k?
And I'm not even including 401k matching, ESPP, healthcare, discretionary bonuses and annual incentive bonuses.
That's always why I moved in SFO. Wisdom I always received was every 2-3 years it's time to move out and up. It's served me well. I think now I'm "career" as we like where we live and I want to build something in my division.
And yes, we easily offer that. Why is this a surprise? Our costs are lower and our clients are largely the same as they would be in the Bay Area. Our major markets are national and international. We don't discount our enterprise level systems and new tech for having been developed in fly over country, and we have a MUCH lower cost of doing business. Physical plant is CHEAP here as are our taxes. This results in more capital available for HR, and we consider human capital our single most important investment.
Our entire strategy is built on innovation and we do that by hiring the top talent we can. That means offering top tier compensations.
Side note: SFO is the airport, SF is the city.
I applaud your approach and would love to one day work for your company as it sounds like a great place to work since you actually appreciate your human capital.
I also agree on the 2-3 years hopping, it's a great strategy.
I've been looking at sites like weworkremotely.com and remoteok.io.
1) From people I know well who make a solid recommendation.
2) At major tech conferences.
Hiring is a very risky and high stakes proposition. A new hire easily costs us a million or more if it doesn't work out. We are very cautious, and I take our hiring process very seriously.
Junior positions we typically recruit from Univerisities in the region with top CS and ECE programs since they are less likely to be skeptics of fly over country.