01/2018 Fresh Salesforce Huge Package Bachelor degree with no experience

校招码农

Level: AMTS, associate member of technical staff
Education: Bachelor
Experience: fresh
Competing Offer: Google, Facebook, Microsoft, Amazon, OfferUp

Base: 130000
Bonus: 15%
Equity (over 4 years): 200k
Sign on: 100k!

Expected income: 224500/yr

Analysis:

  1. good life balance in SFDC
  2. new high for SFDC sign on
  3. note bachelor degree
  4. difficult to keep up the refreshment after 4 year
  5. Comepeting offers make the magic

01/2018 Big Facebook E4 Package PhD with 1 year experience and competing offer from Google and LinkedIn

Internal Referral: Yes
Education: PhD
Experience: 1-3Year
Facebook Level: E4
Location: Menlo Park, CA
base salary: 160000
Equity部分(RSU/Option Total): 400000
Equity Vesting schedule: 4 years
sign on bonus: 100,000!
Yearly Bonus: 10%+
relocation: no
other offers: google, linkedin

Expected compensation: 305,000+/yr for first 4 years or 400K first year

Analysis: top E4 offer. Competing offer + strong internal referral works magic

01/2018 yelp, salesforce, groupon competing offers master 2 year experience

Has yelp, salesforce, groupon at the same time.

Level: SDE
Education: Master Degree
Location: Bay area
Experience: Bachelor plus 2+years
Competing Offer: yelp, salesforce, groupon
Base: 150K
Bonus: 15%
Equity (over 4 years): 100k stocks / 4 years
Sign on bonus: 50K
Expected income: 210K to 220k/yr

Analysis:
Competing offers help. These 3 companies typically gives 180 to 200k for such candidates. Notice these companies typically pay more base than Facebook/Google but less stock incentives. Some says that these companies has relatively lower workload than F/G.

01/2008 Google T3 offer with 300K stock GSU 1year Experience Master

Google Level: T3
Education: Master Degree
Location: Mountain View
Experience: Bachelor plus 1+years
Competing Offer: NA
Base: 130K
Bonus: 15%
Equity (over 4 years): 300K worth of google stocks / 4 years
Sign on bonus: 50K
Expected income: 237K/yr

Analysis:
No competing offer!

One of the very good offer as a T3 with no competing offer. Almost in T4 lower-mid end range.

湾区码工包裹工资系统介绍(Facebook, Google为例)

Cash counting stock equity refreshment for google

这个湾区工资的月经贴看得我头大,还是给大家一个比较系统的介绍吧,有想法来湾区
的,可以根据自己实际情况判断。

我的背景:某湾区独角兽hiring manager,过去几年中接触过各种级别几十个offer,
也在FLAG工作过,朋友众多,熟悉FLAG的情况。经常参加interview和offer decision
,对于面试人的级别以及包裹有足够的insight和一定的决定权。

大家经常所说的包裹,或者年收入,其实包括以下几个部分:

Base salary:每个月的固定工资,通常由级别决定。
Bonus:每年额外的cash bonus,通常由performance决定。
Stock (RSU or Options):股票,一般签offer的时候给个数字,分四年发,通常由级
别决定,要看option会过多久expire,比如有的是6个月,有的是好几年,那么你即使已
经离开公司,只要后来公司上市了,你还是可以在expire 前Exercise.
Stock refresher:类似于Bonus,但是是股票的形式,通常也是每年给一次,分四年发
完。通常由performance决定。

Sign on bonus:一次性的cash bonus,入职的时候给。
经常有公司有所谓的retention bonus,对于high performer在第四年的时候又发一大
笔。至于一般人估计就没有了。

不同的公司,根据公司发展的不同阶段,以上部分在包裹中的比重不同。FLAG大概是一
半一半,或者stock略少,Pre-IPO startup可能股票多于base,很成熟的大公司股票可
能很少,等等等等。

级别在总包裹里起决定性作用。级别和一个人的经验年限,之前的title,有没有
startup经验,有多少别的offer相关。
每个公司对级别的定义也不同,以Google为例(FB和很多startup有相似的级别),正
常的expectation是
fresh grads (under or MS): L3 (入门Junior软工)
fresh grads (PhD/MS) + 1-4 yrs exp: L4 (能正常独立工作的软工)
3-8 yrs exp: L5(senior,或者tech lead)
L5以上就比较wild了,有人十几年经验还是L5,有人很年轻就L7, L8了。L6+开始进入
管理层。

然后,不同公司对于相同的级别的包裹也不同。FLAG这样的土豪给的多,Pre-IPO
startup给的也不错,但是股票有变纸的风险,成熟的大公司给的就少一些。几个例子:
—————————–
以下例子中的数字只是FLAG和少数独角兽,不代表湾区大多数公司!但是所有的
package structure仍然有普遍意义!
—————————–
L5 FB: 16-18w base, 60-80w RSU (4yrs,60-80w分四年发,一年15-20w,不同公司的
vest plan 不一样的,比如AMAZON, 第一年5%, 第二年15%, 40%, 40%。如果攒到
一年给, 税要交到哭死。Uber家三年就fully vested 走人也可以了), 5-8w sign
on bonus, 2-3w bonus, 8-12w stock refresher (4yrs) => $35-40w total cash per
year

L6 GOOG: 20-25w base, 70-120w RSU (4yrs), ?? sign on, ?? bonus, ?? refresher
=> $45-60w total cash per year

L5 Unicorn startup: 16-18w base, ~1M RSU (4yrs), ?? sign on, 0 bonus (
startup穷啊,没cash), ~10w stock refresher (4yrs) => $16-18w total cash per
year,加上股票有可能暴发,有可能是纸…

L5 unicorn startup 的1M 股票,这个unicorn跟FLAG抢人有多desperate… 反正我经
手过L6 $1.6M的offer,同时期L5 $1M也不惊讶了。看你negotiate的能力,60W-1M还是
都有可能的。

当然,大家要记住,这个1M完全可能变纸啊,所以……并木有什么鸟用

L3 Unicorn startup: 10-12w base, ~20-30w RSU (4yrs), ?? sign on, 0 bonus, ~3
-5w stock refresher (4yrs) => ~$12w total cash per year,加上股票有可能暴发
,有可能是纸…

同个级别package上下浮动个十几万,哪怕同一个公司,都是很正常的。

Manager track和同级的IC是一样的(所以完全存在我组里的人比我工资高的状况?_?)

一般到L5就可以开始原地踏步了,self push的人无上限。不是一定努力上进的话,停
在L5 L6是比较常见的range吧。

四年后呢,除了每年发的Stock refresher, 没其他了吗?因为股票refresh以及这几年
科技股大涨, 4年后哪怕不promote收入也会更高,可以升职啊,加薪加股票。而且湾
区这地方四年跳槽一次已经算很久了。

每个half recruiter都会给hiring managers写个report review过去发的offers,还有
给组里的人涨工资的时候也会有业界guideline,我的数据是有统计意义的。

当然,我们统计的对象是同类型的公司,非硬件,非金融,等等等等

苹果家软工也是100% rsu refresher,就是每年refresh rsu 大概是一倍左右base。
senior的base和FLG的L6低端差不多,大概18-20万。苹果家硬工不清楚。

所以苹果家软工跳FLG总觉得有些鸡肋,只有L6差不多能beat,但是FG又不轻易给L6。
。。

以我司的情况来判断,大概就是L3 15-20W,L4 20-30W这个range吧,看你的面试表
现和competing offer的多少
而且今年FB据说招得不多,大概L3 L4会受影响

现在应该只有很高级别(L7+)才有可能60w以上股票每年了。Senior director or VP
这样的,没上限,几个米一年的也不少。 反正我级别不够也看不见…

好的时候 股票赶上大涨 本来一年值15万的股票翻两倍三倍光股票就超贫困线了 但不
好的时候 股票变成纸也有可能 而且去flag都是前四年钱多 之后股票跟不上也降
package. 得靠换工作才能保证这个package 值,也很辛苦。关键是湾区房价太高了,
挣这么多先交30,40%的税,再付月供,没剩多少。真的买3,4米房子的都是靠股票买
的,靠工资没戏

另外咱中国人的高管其实并不少,package也是million级的,只是我也不会自讨没趣去
问人家具体数字……这种时候也不是考虑多少钱,而是发展空间,团队前途,甚至是自
己在业界的名誉了。

总结:对于6年以上经验performance好的牛人,单人40-60w的总包裹是完全可能的,不
过光cash估计就20-30w,而且选择很多抢得凶。new grads大概也就是15-20w左右的总
包裹,什么一毕业就40w,要么是超级牛人,要么是去了撞大运的startup(IPO以后股
票暴涨),在成熟稳定公司是不太可能的。

就酱。股票变数太大,所以大家还是按base生活。。。

公司内部各种各样的俱乐部小团体特别多,很多是公司出钱出力sponsor的,不难找到
志同道合的年轻人一起玩,多处处说不定就对上眼了。我家这已婚的还参加了烹饪,攀
岩,骑车,风帆,钢琴,健身等各种小组呢。周围几个公司经常有串场参加活动的。感
觉就和大学里面差不多,单身的男女约会也可以去各食堂。

在FLAG大约20分钟的地方, 租的房子1600尺是6000/月, 如果去城里, 能找到4000
的公寓, FLAG有很多班车, 上班时间灵活, 如果一个人挣28万, 去除40%的税, 还
有17万, 交5万房租的话, 还有12万。 很多其它的地方税前工资就是一个人12万。

湾区双职工一年40-50万确实是普遍存在的,资深双马40岁以上的,70-80万也不少。反
而50岁以上的老人比正当盛年的要拿钱少,工作难找,都在养老公司混着。好在这批人
早就完成了原始积累,倒是也不怕裁。

湾区就是这样的,财富热钱涌入

看看Los Altos现在三百万这个级别的房子都不好买就知道了,我的意思是之前三米还
可以买到房子的,现在至少要四五米了。大家收入越来越高了,Los Altos因为离高大
上公司近嘛,成功码工扎堆,所以才贵, 在大城市要想不commute都是要花大价钱的。
两个人50w的很常见,一个人上50w的不多,但是也有,还有很多看起来工资一般但是进
公司早,股票,ipo各种发了小财的,来看看湾区的房价就知道了,1-2m的房子就是绝
对大部分人可以负担的,在湾区住了很多年了, 真正有钱一掷千金的阶层还是本地old
money和国内来的壕还有做生意的本地人, 这些人才是购买3米以上SFH的主力军。双
码农家庭收入50万是很正常, 可是这种家庭在整个湾区的比例也不能说是普遍啊。更
多是高薪单码农, 老婆是主妇家里蹲还有可能是搬运过来的。何况所谓的股票收入部
分, 不cash out也就是账面上的收入啊。 也别死盯着annual household income 看,
还是disposable income高的人更厉害, 本身家底厚房贷少的, 随意开销大一点, 生
活品质比死挣工资还房贷的更好。 还有做生意的家里的房子都是买地然后自己修,花
一百万搞一个花园,装修都几百万美金。最重要的是 大家保持平常心好吗?天天比来
比去 一定要知道别人赚多少过什么样的生活累不累啊

最后,本人7年经验管理层,离开FLAG来现在的startup也好几年了,如果光看公司
valuation,我自己一年收入轻松beat贫困线。
但是事实是,其中绝大部分是未上市的股票。如果公司挂了,那我的cash收入连FLAG的
L3 L4可能都不如………………………然后就真的是操着卖白粉的心,挣着卖白菜的钱
了……
所以只要公司有点啥负面新闻都会睡不着觉……
然后每天在家跪求老公包养……

如果别的公司的话,行业不同很多。我以前公司,1千多人,公司前十的人工资1百万整
,奖金4百万左右,公司股票(不上市)分红5百多万,招人全靠承诺做得好分股票。

老公手下几十个人,从二三十万到四五十万,都有,包括股票。如果股票涨,年收入会
更高。即使刚毕业的新手,一般也要二十万了,否则根本招不到人。

湾区就是这样,不错的公司都抢人很厉害,特别是特殊红火方向的码工。现在聊最多的
就是如何抢到人。

04/2017 Uber Fresh PhD Offer SDE2 about 240K per year

Uber Level: SDE2
Education: PhD
Location: San Francisco

Experience: Fresh PhD
Competing Offer: Microsoft
Base: 135K
Bonus: 40K (performance based)
Equity (over 4 years): 250K worth
Sign on bonus: NA
Expected income: 237K/yr

Analysis: significantly smaller package compared to 2016’s fresh PhD offer

03/2017 Google T3 Entry Level Master Offer 170K Mountain View

Google Level: T3
Education: Master
Location: MTV

Experience:Master (intern but no full time experience)
Competing Offer: Amazon
Base: 120K
Bonus: 15%
Equity (over 4 years): 135  shares = 820*135 / 4 years
Sign on bonus: 20K
Expected income: 170K/yr

Analysis

Amazon offer (especially benefits) doesn’t even come close to Google or Facebook. Not a very effective competing offer.

03/2017 Facebook E6 Experienced Master Offer almost 400K Menlo Park

Facebook Level: E6
Education: Master
Location: Menlo Park

Experience: 5+ Years after Master
Competing Offer: N/A
Base: 200K
Bonus: 20%
Equity (over 4 years): 600K worth of stocks / 4 years
Sign on bonus: N/A
Expected income: 390K/yr

Analysis

E6, RSU CAN be higher if there’s competing offer. But not a bad offer at all!

2017 Facebook E6 Offer Package Number and Analysis Salary Base Bonus Equity RSU

Level E6
Education: PhD
Experience 10yr
Competing Offer: none

Base: 200K
Bonus: 20%
Equity (over 4 years): 450K

Expected income: 360K/yr

Analysis:

  1. Not “high end” as recruiter described.
  2. Very difficult without competing offer, recommend getting a google offer to compete.
  3. Otherwise, base and bonus are difficult to negotiate, try get some more equity (update: negotiated 800K equity and failed)
  4. If IC, it’s not easy to get promoted to E7.
  5. Not an bad offer compared to recent promoted E6 inside facebook.

估低了,GOOGLE, FACEBOOK, AMAZON AND MICROSOFT SALARIES

Cash counting stock equity refreshment for google

GOOGLE, FACEBOOK, AMAZON AND MICROSOFT SALARIES

80 Votes

Over the last month, we’ve seen a lot of compensation data provided anonymously by tech employees. We compiled and standardized some of this data to improve our understanding of what companies are paying, and we realized that we might want to share our findings.

Summary of Results

For this first pass, we focused on engineering compensation at Google, Facebook, Amazon, and Microsoft because there were more data points to work with. We standardized the engineering levels to the best of our abilities to compare compensation across companies for each level. We welcome any feedback or corrections to improve our analysis.

We found that Total Annual Compensation is the highest at Google, mostly due to their cash+stock bonus.  For Levels 1 and 2, base salaries are comparable across the four companies. At Levels 3 and 4, Google and Facebook offer the highest salaries. Google’s cash+stock bonus value trumps all others, especially at more senior levels.

Median Annual Compensation Per Level  

level comparisons

 

A Closer Look at the Data

Here’s the underlying data to the chart. You can also view the raw data here.

Count Annual Comp (Median) Salary (Median) Bonus (Median) Stock Bonus (Median) Signing Bonus (Median)
Level 1
Amazon SDE1 33 $ 117,500 $95,000 $15,000 $20,625 $25,000
Facebook E3 14 $ 154,550 $107,000 $10,800 $33,750 $75,000
Google T3 10 $ 172,000 $110,000 $16,125 $49,000 $11,000
Microsoft SDE1 (59 or 60) 32 $ 123,500 $107,500 $11,000 $12,500 $15,000
Level 2
Amazon SDE2 25 $ 147,500 $120,000 $42,000 $25,000 $25,000
Facebook E4 20 $ 183,050 $138,500 $33,750 $33,750 $25,000
Google T4 25 $ 201,000 $ 130,000 $49,000 $49,000 $ 15,000
Microsoft SDE2 (61 or 62) 53 $ 143,000 $123,000 $10,000 $10,000 $20,000
Level 3
Amazon SDE3 11 $ 180,000 $140,000 $0 $38,769 $50,000
Facebook E5 19 $ 249,700 $170,000 $62,500 $62,500 $50,000
Facebook E6 4 $ 358,750 $200,000 $118,750 $118,750 $20,000
Google T5 12 $ 306,500 $ 160,000 $100,000 $100,000 $ 30,000
Google T6 2 $ 472,500 $ 207,500 $205,000 $205,000 $ 7,000
Microsoft Senior SDE (63 or 64) 7 $ 199,000 $143,733 $24,000 $24,000 $17,500
Level 4
Amazon Principal Software Engineer 1 $ 445,000 $160,000 $35,000 $250,000
Google T6 2 $ 472,500 $ 207,500 $205,000 $205,000 $ 7,000
Microsoft Principal SDE (65, 66, or 67) 1 $ 261,000 $179,000 $43,000 $43,000
Notes:
Google's T6 straddles Level 4 and Level 5, which is why it appears in each band
Bonuses and stock amounts were all annualized straight-line. In reality, Amazon's vesting schedule is 5%, 15%, 40%, and 40% over the 4 years, but we ignored this for comparison
Signing bonuses were not included in the Total Compensation calculation

 

Another way to look at this, for example, is that an SDE2 at Microsoft might make  $123,000 base with $20,000 in cash and stock bonus. The equivalent level at Facebook would be an E4 making $138,500 base  and about $44,500 in bonus.

We also looked at each company to see how Total Compensation changes across engineering levels. Compensation growth is highest at Google and Facebook, while Amazon has the smallest increase. Reported salary ranges for each level varied significantly.  This may reflect different seniority and performance within a level, the value of the company stock when equity was awarded, or other supply and demand factors.

Total Compensation Ranges Per Level

Comp Ranges for Levels

 

Breaking down compensation between Salary, Equity, and Cash Bonuses, we can see that Facebook and Google offer the largest opportunity for salary and equity value growth with increasing levels.

Median Total Compensation Breakdown

Comp Breakdown

Contribute to the Analysis

We pulled this data together from a few sources listed at the bottom of this post, and we’d like to build on it and make it better.  We could use more data points for the four companies, particularly at the higher levels, as well as compensation data for other companies and tech roles. This would allow us to map levels and compensation across the larger companies or see how compensation for each role changes with company growth at smaller companies.

Share your compensation:

https://docs.google.com/forms/d/1vA5fCF5OkNBzNRXRG96SoTmc1tUZjE4KIrqnwW0BZ9w/viewform

All answers will be anonymous and posted to a public sheet for anyone to view and download.  We’ll also update our findings and analyses for different companies, tech roles, etc.