Compare profiles
Side-by-side leveling, scope, and market pay. Add up to four via ?keys=SWE.GEN.P5,SWE.GEN.P6.
| vs | M4 CIVILS.CIVILSTRDD74.M4 Civil & Structural Engineering — M4 | M3 CIVILS.CIVILSTRDD74.M3 Civil & Structural Engineering — M3 | M5 CIVILS.CIVILSTRDD74.M5 Civil & Structural Engineering — M5 | M2 CIVILS.CIVILSTRDD74.M2 Civil & Structural Engineering — M2 |
|---|---|---|---|---|
| Market pay | $162k ($127k–$206k)inherited | $116k ($91k–$148k)inherited | $182k ($143k–$232k)inherited | $107k ($84k–$136k)inherited |
| Level | M4 · M4 — Director | M3 · M3 — Senior Manager | M5 · M5 — Senior Director | M2 · M2 — Manager II |
| Function | Civil & Structural Engineering | Civil & Structural Engineering | Civil & Structural Engineering | Civil & Structural Engineering |
| Focus | Civil & Structural Engineering | Civil & Structural Engineering | Civil & Structural Engineering | Civil & Structural Engineering |
| Typical years | 10–15 | 8–12 | 12–18 | 5–8 |
| Scope | A function or department | Multiple teams or a sub-function | Multiple functions or a large department | An established team or sub-function |
| Autonomy | Owns area strategy and budget | Sets goals within functional strategy | Owns multi-year strategy for the area | Owns planning for the group |
| Impact | Function-level results | Sub-function outcomes | Multi-function results | Group delivery and development |
| Decision rights | Owns strategy, budget, and org design for the area | Owns goals, budget input, and people decisions across teams | Owns investment and org design across functions | Owns staffing, priorities, performance for the group |