I think this is an interesting question! I think you’re right to point out some of the factors that influence it including cause area, role type (and payment norms for them). I also think organizational cultural norms affect it quite heavily.
My guess is that if you had a large enough dataset and controlled for enough factors, salary would predict ‘role leverage’ quite well. But I don’t expect it to be very useful when choosing between roles to apply for, because the correlation will be weak, your dataset is too small etc. Basically, there are too many predictors and too much noise for it to be very informative. I think you’re better off just reading the descriptions or using other heuristics like cause area, job title etc if you’re trying to filter quickly.
I think this is an interesting question! I think you’re right to point out some of the factors that influence it including cause area, role type (and payment norms for them). I also think organizational cultural norms affect it quite heavily.
My guess is that if you had a large enough dataset and controlled for enough factors, salary would predict ‘role leverage’ quite well. But I don’t expect it to be very useful when choosing between roles to apply for, because the correlation will be weak, your dataset is too small etc. Basically, there are too many predictors and too much noise for it to be very informative. I think you’re better off just reading the descriptions or using other heuristics like cause area, job title etc if you’re trying to filter quickly.