Some background before the question...
An Executive Recruiter from Microsoft reached out to me to "network". Since I'm an area (not Redmond) where MS has a decent presence, I agreed to a 30 minute conversation.
When the call came, it felt like mostly chit chat, but I realized after about 15 minutes I was basically being behavior/leadership screened. He clearly had grokked my LinkedIn profile and my past experience allowed me to answer the questions he was asking pretty well. Overall, it was a nice conversation, he was easy to talk to, and asked some interesting questions. Towards the end, he did mention that there was a local org of about 50 Engineers that needed leadership. Call went well and he's going to to set up another call to continue the conversation.
He's focused on VP, GM, and Partner roles. I assume this is a latter type position. I'm already in the screen/on site phase for local FANG outposts at the L6/L7 level. I hadn't considered MS before this, but the role has me intrigued.
Anyone insight into Partner role, TC, speed of MS process, etc. would be greatly appreciated.
Thanks in advance!
Some background before the question...
- Amazon amazonsThere’s a pretty big difference between Partner and FANG L6/L7, so it sounds like it would definitely be worth pursuing. From what I understand TC would be $800+++
- Microsoft snoozefestNot sure with people hired in as partner but yeah definitely at least that and pretty sure it's more like 1 Mill+++ for those promo'ed into it. MSFT super limits the number of partners.... If you're a lvl 67 (e.g. principal with next promo being partner) you're basically in a waiting pen for someone to either make CVP, quit or retire, get demoted back to principal so that you can make partner. Partner is also at the point where if you have less scope / etc they'll actually move you back to principal. It's a long waiting game so if you can make it in at partner def worth exploring.
- Thanks for the replies. I think the specific situation is what led the recruiter to me. It's a non HQ location, not a huge team, and no experienced managers to promote to the role. I've got experience managing and mentoring junior managers, being the guy in charge of a remote group, partnering with teams in remote locations, etc.
The FANG roles should be higher (for example, my connection at FB was a recruiter that called me for a Director role last summer) but due to non HQ location, there's fewer openings. Both offices are planned to grow at least 100% so I do see opportunity there.
I'll definitely follow up and report back. I expect it'll be a slow process, but I am trying to leverage in progress interviews elsewhere to move things along.Aug 10 1
- Another follow-up. Hopefully this will be useful to someone down the line. Interview is lined up and the panel consists of CVP, Partners, and Distinguished Engineers. All are solidly in the 25+ YOE bucket. Should be interesting. It's been well over 10 years since I've had an interview panel where every single person has more (only slightly, though) experience than me.Aug 20 1
- To be honest, I was pretty oblivious until several years ago. I worked my way up through increasing levels of responsibility until I was a VP of a startup managing a 30 person org. Even then, TC was << $200k. We then got acquired and I crushed the technical due diligence (several virtual meetings culminating at a 2 day, in-person recover with me presenting and getting grilled by about 30 people ranging from QA IC to EVP of a 1000 person org ). That was the springboard. TC effectively tripled overnight and that experience plus busting my hump post-acquisition kept the ball rolling.
Don't get too discouraged. This has been more than a 20 year process. It takes hard work and some luck. You do need to be strategic about your choices to help swing the luck in your favor.
- FWIW, Director didn't do much for me either. It wasn't until VP that anything happened. In terms of strategic choices, some of my interviews are places where title and responsibility might be less than I've had, but both are growing so rapidly my goal would be for that to unlock some advancement (obviously would also require successfully doing my work, too). That desire is also an important thing to make known. Perhaps most important is being able to speak about what you've done in a way that shows a recruiter or whomever that you'll be able to do the same and more at their company.
Regarding applications, not sure if you're able, but try to find the company recruiter on LinkedIn. I'm currently in the mix for 4 jobs, one was a retained search, one was from submitting an application, one was from reaching out directly to the recruiter, and the last (Microsoft) was from a recruiter searching LinkedIn. Best part of the last one is that I submitted my resume online a couple weeks before for a job one level lower and heard nothing.
One tactic I also use is to update my resume for each application to ensure any experience relevant to the company or called out in the job listing is prominently highlighted.
Regardless, keep at it. The people I know in my life that are the most successful are amazingly persistent.
- Microsoft anonseatleYeah partner is a completely different pay scale. Majority of pay is based on your product groups financial performance. High growth pgs you can clear well over 2m a year, and even middling pgs youll be in the upper 6 digits.