Video summary

Сколько должен получать DevOps в 2026? Реальные зарплаты, как просить повышение и не продешевить

Main summary

Key takeaways

Finance

Finance-focused summary (career-earnings “market” data, not investing)

This video analyzes IT salary “market pricing” (specifically for DevOps) using job-board benchmarks, then converts those benchmarks into a negotiation framework for requesting raises or new offers.

Instruments / tickers / assets

  • None mentioned: no stocks, ETFs, bonds, commodities, or crypto.
  • Mentions:
    • FDS / FirstVDS (hosting provider for infrastructure)
    • Job search website (source of salary statistics)

Key numbers (salary benchmarks, RUB)

Overall IT (all specialists)

  • Median: 220,000 RUB
  • Most common range: 108,000–315,000 RUB

DevOps / levels mentioned

The video references levels via captions that map roughly to: Leads / “Luts”, Seniors / “Senps”, Middle / “Midle”, “Medly” / “Medlow”, Juniors, interns, and genies (some category labels are unclear or inconsistent due to auto-captioning).

Leads / “Luts”

  • Median: 367,000 RUB
  • Range: 251–503,000 RUB
  • Lower-limit reference: 368,000 RUB (used as a “monitor the market” threshold)
  • Upper-limit reference: 560,000 RUB (used as “few offers above” threshold)

Seniors / “Senps”

  • Median: 362,000 RUB
  • Range: 299–447,000 RUB
  • Employer logic (as stated):
    • Top of range = “doing well”
    • Bottom of range = “underpaid”

Middle / “Midle”

  • Median: 227,000 RUB
  • Range: 177–286,000 RUB

Junior / “Junas” / “Juniors”

  • Example transfer:
    • Median: 120,000 RUB
    • Range: 70–170,000 RUB
  • Example raise asks:
    • Bold target: 170,000 RUB
    • More cautious: 90,000 RUB
    • “Average”: 120,000 RUB

Other categories mentioned (caption inconsistencies noted)

  • “Medly” (appears like a “middle/low” level):
    • Median: 177,000 RUB
    • Range: 118,000–244,000 RUB
  • “Medlov’s” salary:
    • increased slightly by 20,000 RUB vs 2024
  • “Genies”:
    • Median: 94,000 RUB
    • range line is confused (caption mismatch suspected)
  • “Interns”:
    • 41–94,000 RUB
  • “Juniors”:
    • “around 20,000 RUB” (context unclear)

Macro / timeline references

  • Benchmarks are compared to the second half of 2024.
  • Described as slightly increased for seniors and some mid-levels.
  • No traditional macro drivers (CPI/interest rates/GDP/equities) are discussed—only labor-market timing.

Explicit negotiation framework (step-by-step method)

The presenter uses job-board distributions (median + lower/upper bounds) to decide what to ask and how to justify it.

  1. Identify your level + the market’s median and range

    • Use salary stats for the target role level (e.g., Leads, Seniors, Middle, Junior).

  2. Decide your “comfortable” ask vs your “minimum acceptable”

    • Comfortable = what you want.
    • Minimum acceptable = the lowest you’ll still take.

  3. Use your current salary to interpret your position vs the market

    • Near the bottom of the range → you’re underpaid → ask for a raise.
    • Near the top of the range → you’re doing well → likely only normal indexing.
    • Around the median → ask for a small increase above market to strengthen your position.

  4. Adjust upward based on your “value / indispensability”

    • If you’re very valuable and replacement risk is high (“everything will fall apart”) → ask closer to the upper range.
    • If you’re average → ask around the median (or slightly above, depending on your current pay).

  5. When switching roles internally (e.g., support → pre-service/DevOps track)

    • Use the relevant category’s range and set asks based on confidence:
      • High-demand target = upper end (example: 170k)
      • Conservative = mid-to-lower end (example: 90k)
      • Average = median (example: 120k)

Key recommendations / cautions (as stated)

  • Salary figures are treated as negotiation anchors (framed as “we need a date for various negotiations”).
  • The presenter warns salary figures can create “false hope,” but still frames the data as a “market date” to guide negotiations.
  • Recommendation:
    • Don’t ask blindly—justify the raise and check whether you’re lowering the bar or staying aligned with market levels.
  • Employer-side caution:
    • They may pay based on price vs quality, candidate fit, and interview confidence.
    • Expect HR questions.

Disclosures / disclaimers

  • Subtitles include a “help the Financial channel” CTA and a sponsor mention (FDS / FirstVDS).
  • No explicit “not financial advice” disclaimer is present (and the content is not financial advice in the investment sense).

Presenter / sources

  • Presenter: Anton Pavlenko
  • Referenced sources/providers:
    • A “well-known job search website” (salary statistics source; exact name not given in subtitles)
    • FDS / FirstVDS (hosting provider; sponsor)
    • Mentions a Telegram channel survey (link referenced in the description, details not specified)

Original video