What salary does a product owner earn?
As a product owner, you play a crucial role in the success of product development. But do you know what your market value is in terms of salary and benefits? Discover your market value as a product owner and increase the opportunity to earn more.
Calculate your market value.
It is important to stay abreast of salary trends and market value as a product owner. By knowing what is prevalent in the industry, you can optimize your salary and get the most out of your career.
Many Product Owners discover after hearing their market value that they are underpaid and that there is no transparency about the structure. Discover your market value with our tool and receive it on your 06 number within one business day. We only calculate your market value if you have at least 5 years of demonstrable software engineering experience.
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YOUR SALARY UNDER THE MICROSCOPE.
As a product owner, it is important to know your market value. By understanding your market value, you can better negotiate salary and benefits that fit your responsibilities and expertise as a product owner. Moreover, it helps you develop a career path that matches your ambitions and goals within the role.
Salaries for product owners are often attractive given the value they add to the development process and the success of products. The market value of product owners has increased over time as companies recognize the essential role they play in defining the product vision, managing the backlog and facilitating stakeholder collaboration.
3 tips for a top salary.
Visit our agile tribe
Knowledge sharing is extremely important to us at Team Rockstars. Learn how we do this within our Agile tribe.
Why a javanese needs to know what salary he/she can earn.
As a product owner, you play a vital role in the success of product development and are responsible for defining the product vision, managing the backlog and facilitating collaboration among various stakeholders. Given the impact and responsibilities involved in this role, you can expect an attractive salary as a product owner.
The exact salary as a product owner varies depending on several factors, such as experience level, location, company size and industry. As you build more experience and seniority, your salary usually grows as well. This reflects the increasing expertise and responsibilities you carry as a product owner.
Salaries for product owners often reflect the value they add to the development process and the success of products. Product owners who can develop effective product strategies, implement customer focus and deliver value to stakeholders have higher market value and therefore can claim attractive salaries.
To optimize your salary as a product owner, it is advisable to continually invest in your professional development. Keep your knowledge up-to-date, stay abreast of new developments within product management and continually improve your skills. By demonstrating your value as a product owner and carrying out your responsibilities effectively, you can open doors to attractive salary opportunities.
Earn more than the rest.
At Team Rockstars IT, we work with a 70/30 model. Also known as a midlance construction, or the midlance model. Because we believe that good performance should be rewarded, most (70%) of the revenue goes to those who really make a difference: we call them IT Rockstars!
Within this construction, the securities of permanent employment (at least monthly 55% of your own turnover, comparable to a market-based fixed salary) are combined with the freedoms from being self-employed: you choose your own projects. As a rule, software developers advance 25% to 40% at Team Rockstars IT, naturally continuing to make annual strides as their market value grows.
our 3 pillars
Very simple. We’ll let you make a list. What kind of company would you like to work for? Where? With what techniques? What kind of culture? Based on your preferences, we will look for a suitable assignment. So you may also always say no to an assignment.
Talent Management
In our opinion, this does go hand-in-hand with a bit of guidance. Our Talent Managers make sure of that. Each Rockstar has its own Talent Manager. This talent manager is involved with you both professionally and personally. How is your skin and in your assignment? What is the situation at home? What is the state of our development goals? Are there any trainings or certifications that can contribute to this? Need a kick in the butt? Or just the occasional brake?
Your talent manager is involved in all of these things, making sure, among other things, that you properly monitor your balance and job happiness. On the other hand, the talent manager encourages your development.
Your fixed salary grows annually with your hourly rate. In addition to the fixed part, you will also earn a variable salary. This is the difference between the fixed revenue you get and your total 70% revenue.
We believe that doing business together works.
The working model we use is completely transparent and you will know at all times what hourly rate you are sitting at with one of our clients.
Here are three examples of IT Rockstars and their 70/30 model. We assume that all three of them work 43.5 weeks (1740 hours) for a client and 8 weeks not (5.5 weeks vacation, 1 week training, 1 week sick, 1 week no assignment).
Your 70% is your money. So you also decide how much you spend on a laptop, phone, training or car. So you can see that Suzanne has more salary left over because she chooses not to drive a leased car.
All the ducks are swimming in the water
….Falderal de riere Falderal de rare. Everyone knows the children’s song, of course. As soon as someone starts the first sentence, on autopilot, completely helpless, you follow the song as a chorus with the well-known- Fal de ral de ral de ra- piece. When you hear it you are overcome by a wonderful warm feeling, safety, trust and recognition. It may remind you of a family member or friend who used to always be there for you.
That feeling of “belonging somewhere,” the warm bath, safety and trust, that describes the feeling everyone who works at Team Rockstars IT has.
With us, no one should feel like the odd duck! The people are central, and in this we distinguish ourselves apart from our technical expertise. Knowledge sharing is of paramount importance at Team Rockstars; we want to connect all available IT expertise. That’s why we work in tribes!
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