VW Group Pay Bands
Discussion
I’m considering applying for a job with VW, but unfortunately their pay is not very transparent, at least to an outsider. Can anyone give me an insight in to the pay bands? I can’t find anything on the internet and have tried emailing their HR team, but as the job closes next week I want to make sure I’m not wasting my weekend sorting out my CV. Specifically I’m interested in grade D1.
I would ring up their HR team and express the role you are interested (and maybe have an interview for) and what your salary / package expectations are
Whilst they won't say a grade band is £x - £y, what they will say is that what you are asking falls within or outside their parameters
Whilst salary and benefits can be a difficult subject to approach, I think it is one best deal with right at the outset. It saves both you and the company wasted time if its never going to work
Whilst they won't say a grade band is £x - £y, what they will say is that what you are asking falls within or outside their parameters
Whilst salary and benefits can be a difficult subject to approach, I think it is one best deal with right at the outset. It saves both you and the company wasted time if its never going to work
as per my other post, D1 is between 38k and 55k. Some potential to go over if you are very experienced in the role. the lower wage is for internal hires, promoted to the role. You may also get some bonus approx 10% on top of your wage.
This salary bracket is almost the same across all jobs at that level in all manufacturers.
However the role will have a lot of interest as the job market in automotive is a buyers market, A lot of people being displaced from the likes fo Vauxhall and JLR.
Good luck.
This salary bracket is almost the same across all jobs at that level in all manufacturers.
However the role will have a lot of interest as the job market in automotive is a buyers market, A lot of people being displaced from the likes fo Vauxhall and JLR.
Good luck.
dibblecorse said:
No corporate entity posts its wage bands, they are too complex and also there are hundreds of them covering everything from DP to IT Bod to Valeter.
Why would they, its closely guarded for a reason.
Maybe not, but they should post a salary rather than a band name when posting a job online. This is something that massively pisses me off about job hunting. Tell me what you want to pay then I can get an idea of what you expect from the post. If you want to offer £20k then I won’t bother wasting my time, and if you want to offer £100k I will question if the JD is right. I’m not asking anyone to publicly publish their pay bands (although two of my last three employers do) just to put the amount they are offering on a job add. Just putting a band is worse than putting “competitive” as at least competitive implies they are willing to talk and only those doing the hiring know what they have in mind, whereas with a band everyone in the company knows and so do people they know, but “outsiders” are excluded. Not a good way to get a wide pool of applicants.Why would they, its closely guarded for a reason.
Why would they? So that they don’t waste my time and theirs applying for a job that I might laugh at any offer. It’s like a shop not putting prices on things. Tell me how much it is and I’ll see if I’m interested.
Edited by Electro1980 on Thursday 20th June 19:46
dogz said:
I would ring up their HR team and express the role you are interested (and maybe have an interview for) and what your salary / package expectations are
Whilst they won't say a grade band is £x - £y, what they will say is that what you are asking falls within or outside their parameters
Whilst salary and benefits can be a difficult subject to approach, I think it is one best deal with right at the outset. It saves both you and the company wasted time if its never going to work
I couldn’t find any contact details. I did ring and got through to an answerphone (assuming reception put me through to the right place) and send an email to a generic email address, but no reply as yet.Whilst they won't say a grade band is £x - £y, what they will say is that what you are asking falls within or outside their parameters
Whilst salary and benefits can be a difficult subject to approach, I think it is one best deal with right at the outset. It saves both you and the company wasted time if its never going to work
Jerry Can said:
as per my other post, D1 is between 38k and 55k. Some potential to go over if you are very experienced in the role. the lower wage is for internal hires, promoted to the role. You may also get some bonus approx 10% on top of your wage.
This salary bracket is almost the same across all jobs at that level in all manufacturers.
However the role will have a lot of interest as the job market in automotive is a buyers market, A lot of people being displaced from the likes fo Vauxhall and JLR.
Good luck.
Good to know. I’m looking somewhere in the middle. This salary bracket is almost the same across all jobs at that level in all manufacturers.
However the role will have a lot of interest as the job market in automotive is a buyers market, A lot of people being displaced from the likes fo Vauxhall and JLR.
Good luck.
Hopefully they won’t have too much impact as it’s not industry specific, but if they do it’s not the end of the world. I’m quite experienced, and not looking to go up, just a new challenge with a new employer, so hopefully that will help, but also whilst I would like to move I would not be upset about staying in my current role. I tend to apply for posts that are interesting as they come up, as long as I feel I have achieved enough in my current role, rather than waiting until I need to move. Stops me ever hating a job.
Electro1980 said:
dibblecorse said:
No corporate entity posts its wage bands, they are too complex and also there are hundreds of them covering everything from DP to IT Bod to Valeter.
Why would they, its closely guarded for a reason.
Maybe not, but they should post a salary rather than a band name when posting a job online. This is something that massively pisses me off about job hunting. Tell me what you want to pay then I can get an idea of what you expect from the post. If you want to offer £20k then I won’t bother wasting my time, and if you want to offer £100k I will question if the JD is right. I’m not asking anyone to publicly publish their pay bands (although two of my last three employers do) just to put the amount they are offering on a job add. Just putting a band is worse than putting “competitive” as at least competitive implies they are willing to talk and only those doing the hiring know what they have in mind, whereas with a band everyone in the company knows and so do people they know, but “outsiders” are excluded. Not a good way to get a wide pool of applicants.Why would they, its closely guarded for a reason.
Why would they? So that they don’t waste my time and theirs applying for a job that I might laugh at any offer. It’s like a shop not putting prices on things. Tell me how much it is and I’ll see if I’m interested.
Edited by Electro1980 on Thursday 20th June 19:46
The staff may know the band progression for seniority purposes but they won't know the salary ranges.
There is always conjecture and people think they can work the bands out, but they are usually miles out.
Also candidates that are either far below or far above a role already in the back of their mind know, they know their value and usually know rough market rate for the job, if those two elements are quite close then apply.
Putting salaries on roles is actually counter productive as often a role could be hired at up to 3 different grades depending on the candidate pool that presents itself or is actively sourced, also with the amount of data mining that exists it would take no time for a competitor to benchmark one of their peers.
The dilemma you have around being pissed off is a mere annoyance in reality and on the other side of the fence the recruiter also has already benchmarked the role against the JD and the grade.
In the interests of transparency here I work in house for a multi billion dollar tech company managing a large portion of their EMEA hiring and have worked in house for the last 14 years.
Your frustration accounts for a tiny percentage of the talent pool and not one large that will see these practices changed to your liking unfortunately.
And that kind of attitude is one of the things that leads to such poor productivity in the UK. Rather than looking at what job needs doing and what a company is willing to pay they piss about with all this nonsense. It speaks of a total lack of strategy and leadership. It will change soon, not because of what I want but because gender pay equality will force it. Pay transparency has started and over the next ten years it will spread. Lack of transparency puts all of the power in the employers hands, but this is changing.
Gassing Station | Finance | Top of Page | What's New | My Stuff