I was hired 3 years ago as a developer with an average salary, last year I was promoted to Lead Developer with lots of new responsibilities but without a pay increase. I didn’t have too much choice in the matter but did go along with it as I wanted the position. It now goes me, Head of Dev, CTO.
A few months ago our company was purchased by a larger company, one that puts significant emphasis on how well it treats staff. The new company has in place salary bands for job roles. They aim to pay you in the middle of the band as they see this as market rate.
I have been campaigning for a pay rise for about 12 months with both the Head of Dev and CTO - both believe I should get it. A couple of months ago a company wide salary review came around and I was put in for a 15% pay increase (I am 30% below the middle of my band). I was awarded a 10% pay increase, neither the HoD nor the CTO knew why I was declined the higher increase.
As the Lead I am now hiring for a new developer to join my team. The role is for a less experienced developer than I, with less responsibility. The company has given me a salary to offer for the role, which is over 15% higher than my own salary. I understand people in my team can be paid higher than me, I have no qualms with this if they are specialists, or more experienced in a field they are hired for. Thats not the case here.
Is it a good idea to leverage this to have my company reconsider paying me market rate for my own role? If not, is there a better way.
Is it inappropriate to go above CTO to the CEO for an explanation as to why I was declined a larger pay increase and why he feels its appropriate to pay me so significantly below market rate?
I like my job, it gives me a lot of flexibility to learn and is an ideal location. Therefore I would prefer not to leave but feel very undervalued and taken advantage off when it comes to salary.