04/2017 Airbnb seattle offer package SDE2 334K annually for college degree plus experience before IPO

Airbnb Level: SDE2
Education: College
Location: Seattle

Experience: 3 years
Competing Offer: Amazon
Base: 163K
Bonus: 90K (performance based)
Equity (over 4 years): 3500 shares (worth 93 per share according to series E/F funding)
Sign on bonus: 12K
Expected income: 334K/yr

Analysis: a little shor on equity but still for a college graduate with 3 years (25 year old), this is a dream offer!

04/2017 Amazon Seattle Offer Compensation Package

Amazon Level: SDE2
Education: PhD
Location: Seattle

Experience: College + 3 year
Competing Offer: Microsoft
Base: 146K
Bonus: NA
Equity (over 4 years): 148 shares worth about 133K at the moment
Sign on bonus: 1st year 49000; 2nd year 37000
Expected income: 237K/yr


Not a bad offer but amazon has one of the worst equity vesting schedule:

1st year 5%, 2nd year 15%, 20% everything 6 month for 3rd and 4th years


Cash counting stock equity refreshment for google


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
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:


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.

Landlord Raises Rent from 2600 to 4000: how I turn a under rented bargain to a cash cow

Forwarded from a forum post, good advice.

I purchased a 4-plex that was drastically under market rent in 2014. I am in Everett, WA, which is 25 min from Seattle/King County, which a lot consider to be the next San Francisco in terms of real estate and rent prices.

We are in a very similar situation where rents are increasing faster than they ever have. If you haven’t done rent increases every year, you are at least 5% under market. If you’ve waited longer than a year (such as your property), you are way under market.

My 4-plex collected ~$2600 when I purchased and my goal was to raise to to ~$4000 within 3 years with minimal vacancies. The units were in rough shape so I pushed the rent increases to see if the tenants would move out since I wanted to update anyway. I raised them 3 months after purchase, 6 months after that, and one more time 6 months after. I’ve experienced three move outs in 16 months but currently collect $1100 more each month between 4 units since purchase. Because the rents are still rising, I have added another $450 to my initial goal and hope to achieve these rent raises in the next 2-3 years.

The good thing about rising rents is that it means your property is wanted. If you have money to do repairs, I would not be afraid of someone moving out. My last 3 move outs combined I had about 17 days total vacancy. If you plan right, it should not take you longer than 7 days to move a tenant in AFTER cleaning up.

Communication is KEY during this process. I always try to be as friendly as possible with the tenants I inherited. People’s emotions are often times directly linked to their money situation. No one in the world likes to hear their landlord tell them rent is going up. You might see it on the news everyday and hear it from your friends, but the problem is not real until your actual landlord tells you its happening. Local government is a great scapegoat, I usually blame the increases on rising property taxes.

To help answer all your questions, I would post a test ad on Craigslist for one of the properties you want to raise rents for. Run the ad for 2-7 days and see what kind of response you get. If you get 20 calls/emails a day, your price is too low. If you get 5-10, your price is probably appropriate and I would consider this “market rent.”

The day you run this ad matters. You will get more responses on Thursday-Saturday than on Monday-Wednesday. In a market like the Bay, this really shouldn’t matter too much. Just more of something to keep in mind if you see huge differences in numbers day to day.

ONE LAST POINTER! I would make sure to increase the security deposits for current and future tenants if you haven’t done so already. Security is usually 1-2 months rent. If you are under rented by that much, the security deposits may not be appropriate. This was one of the first things I noticed when I took over. The rent was $800-1000/month and everyone’s security deposit was $300-500 because they’ve been there for years.

Hope this helps! Feel free to message me if you need any help. I’ve got some more random pointers for achieving max rent and low turnover.




社招/ experienced hire,刷题到一定程度就够了,其他的知识积淀还是更重要

当时也没想要跳湾区,差不多就是一心想去打车公司UBER的西雅图分店。其实去年夏天就有些蠢蠢欲动了,刷了几道题后懒了又不了了之。10月份开始认真刷lc,刷的也不快,到12月才勉强刷一遍。后来回想,浪费很多时间,其实各个种类挑着做50~100道应该就差不多了。然后花了很多时间精力去复习系统相关的知识。G家自己的用过的infra复习下,spanner没用过,正好跟新project沾点边就看了个大概。有些东西像chubby, pubsub用过但是内部完全不懂,趁这个机会也翻翻人家的design doc有点大致的了解。当然最后我觉得也没有真正派上太大的用,不过做为知识积淀也挺好。然后就是市面上的技术
我是完全没接触过,起初还很担心,不过学了一圈下来也觉得没啥高大上的,大多能在G里面找到类似的,而且比起G做的更简化。这些花的时候不必刷题少,而且design doc/tech report/paper这些读起来可没有做题那么有趣。



12月朋友催我说打车公司又要融了以后pay的越来越少要来赶快啊,我总觉得没准备充分犹豫了一阵,月底才鼓起勇气让朋友递了简历。对拼趣一直也挺感兴趣,也让朋友帮递了,不过说实话,当时也就是想试试而已。然后顺手找人帮投了个脸书家,想拿来练手。听说facebook考刷题比较多,我自以为擅长做题。加上我背景里面social graph,  infra, product都沾点边,去面之前有种offer手到擒来的感觉。结果就悲剧了,怎么说呢,也不算是被黑,发挥的也不好,有些很弱的失误回家路上就意识到了。算法题基本上都是lc上的,有一道是hard但是那种非常经典大家都会做的,其他都是medium水平的题,一共涉及了binary tree, stack, backtracking, prefix tree这些知识点。系统题是让设计一个code search系统,基本上就是先装模作样分析估算下,然后画画大的框架,反正差不多就是凭着经验和感觉走,然后接下来就是interviewer提问,对某些component或者某些具体的情况zoom in进去讨论。虽然search我没做过,indexing系统还是稍微接触过的,但是时间久了忘了不少,回家后又正好补了下知识。

等脸书结果期间面了两轮u的店面,两轮都是很nice的中国人,跟第一位大哥中文聊天也聊得非常愉快,coding题目也不难,用queue就能解决,大概也是放水吧。第二位系统设计也是国人,问的google map,当时也没怎么准备过geospatial方面的话题,我觉得磕磕碰碰的,结果还是承蒙面试官放水给过了。P家店面又是中国人,运气很好,问了中等难度的lc题,就给水过了。不过有意思的是,这两家的coding都是online写完编译调试,像我这样经常犯些typo或者弱智失误的,调试能力就可以弥补一些粗心,啪啪啪的很快改完跑通,大概也给interviewer留下确实能干活的印象吧。不过坏处是如果


打车公司的onsite是在三番,虽然我申的职位是在西雅图。第一轮是老美mgr,名义是考behavior,其实就是聊天,没有什么奇怪的问题。我准备的也比较充分,比较放松,吹吹自己做项目的经历,侃侃对他家美好前景的向往,大家聊的也很愉快。第二轮是设计题,他家的几道经典设计题目之一,设计netflix。还是先需求功能分析,然后画大框架结构,然后主要问了下,serve media file怎么做到high available, high throughput,这方面其实不太懂,这个时候就只有借助知识储备开始瞎扯,一会儿瞎扯些分布文件系统的东西,一会儿又瞎扯些backup requests,parallel read等方案,然后上面的caching层再扯几句。接着又继续问了recommendation系统,时间不多,只能大致提了下user-based/item-base CF这些。其实几年前粗略的看过一些netflix做推荐的资料,马马虎虎应付一下还凑合。总的感觉还是聊的比较愉快,交流上基本上还是比较合拍。接下来一轮,我现在还有点摸不着头脑的感觉,很open的problem solving,说是design但又不是system design,大概就是主题公园排队时提供fast track,比如,交5块钱,告诉你一个小时后回来,有点像scheduling系统。最后还让写code简单模拟一下。我稀里糊涂的都忘了怎么答的,感觉答的如何心里很没谱,最后居然也还是给过了,也许是我东扯西扯一堆,擦着边击中了面试官心里想听的点子上?接下来一轮是coding,简单的有点莫名其妙,其实后来听了不少别人的面经,U家问简单coding题似乎是很正常的!不过然后不停的followup,如果这个是正式的code,unit test你怎么写,让你自己做code review,有哪些你会改的,怎么refactor?感觉是在考察实际工作中写码的能力,其实也make sense,毕竟工作里面是没有机会写太fancy的算法。不过我觉得这样面,有工作经验的人写码多的人,尤其是从像g这样code review严的地方出来的,应该都能pass才对。最后一个人又是聊天,大概聊了一半时间后,顺带着引出一个系统设计问题,也是经典的高频题,就是让设计他家的打车系统里面的一个feature,轻松搞定,走人。

总的来说,一大半时间感觉都是聊天,扯,吹牛。他家也特别看重culture fit,就是你要有passion,要有ownership,做事快,take risk。我觉得这些都是靠聊天里面慢慢透露出来的信息,不是说简单直接了当的问。当然了,认真准备culture fit我觉得是非常有必要的,其实技术上的水平和背景经历,面试之前基本上就是定下来了的,而culture fit是可以通过认真准备更充分的体现自己的fit。对了,每个interviewer必问一次为什么想来U家,我都快能背下我的答案了,最后一个人问的时候,我就明给他说, 前面问过很多次了,I’ll try to answer this in a different way,然后就即兴了。

拼了去了: 有针对性准备充分,也许会胜过广撒网批发面

一个星期后就是拼趣的面试。这一个星期内主要的功夫是花时间用他家的产品,做功课,产品功能,business model,并且想想哪些是做的很好的,哪些地方可以提高怎么提高。然后拼趣家的四点文化,认真想下交谈中怎么结合自己的经历能体现出来,对于有经验的人,我想这些下功夫都是能做好的。虽然我准备了这些,但是最后其实很多准备的东西都没有机会用上,不过至少还是让我有足够的信心去和面试官交流。拼趣的中国人非常多,更难得的是,中国人都很抱团很友善,有三轮都是中国人面试官。因为准备加入拼趣,面试题就不详细写了。