How much years of experience did it take or do you think it should take to get to $300k?
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- Amazon Yang, JianWhen you guys say TC, how do you count equity? e.g. let's say my base was $150K and RSUs of $200K over 4 years..is that $200K or $350K TC?
- I feel the question is not that meaningful with the inflation and stock bubble in recent years, most engineers in FLAANG and similar companies reach $300k during past 4 years regardless years of experiences
- That's an excellent point, but it really only applies to current vs prospective employer. When negotiating between different offers I'd never try and predict future stock price differences between them.
The IRS will also be using vest price, and that's another reason to prefer cash.
But when measuring your compensation, and especially for this type of discussion, using vest price would be misleading.
- There is no real good way to do it... Grant price is also not fair because the company look at vesting price to adjust compensation, they need to ensure that the vesting price TC is not below the market or you might go to another company, so I think vesting price is what makes sense as that's what keep you (or push you out) of your current company. Therefore it's how much you value your current package
- Apple 2k1effectIt took around 9 - 10 years for me when I broke 300k, but note that inflation and location matter a lot
- Oath DwitBtw, a lot of people who have $300k plus salaries, invested years in phd or mba. So need to account for that too.
- These days? I think 8 years is enough. If you are stellar, 5 is totally enough at FAANG. I have seen master grad come in with 300k package with little internship experience at FAANG. God knows why.
- Intel V. PutinIt really depends upon the job. A mechanical engineer isn’t going to make $300k unless they are at the highest levels-and there aren’t that many openings at that level. Hence, it is rare in the Silicon Valley tech companies. I can’t understand why software guys make these huge salaries, or most importantly, why CEO’s and execs make the outrageous salaries. Most execs at Intel are really bad and BK is horrible. There is no reason why he should make 211x the median salary at Intel.
- Because tech industry has too much hot money around, and everyone is demanding for higher salary. Competing for best talent: eh, honestly, I think only 1-2 % of engineers are stellar enough, with top 10 of engineers having very stellar work profiles, and roughly 40% of engineers being young graduates willing to work 12 hours a day. Making numbers up but you get the point.
- More about the individual companies' business models than it is tech in general. FB/GOOG/Apple etc make a TON of money on relatively low headcounts of technical/product staff. You bet your bottom dollar that they're seeing some of the action.
Economies of scale (users/customers/deals) + high margins + highly valued stock + low-ish headcount = prevalence of $300k+ compensation.
In that sense, tech is like finance nowadays except there's less of a regimented apprenticeship model to go with it.
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- Haven't broken 300k yet, but finally got two offers close to it, depending on how you calculate YOE eithef 15 or 19.
- Frame.io / OtherqgnF27A recruiter just posted this on my feed. These are standard US tech salaries and hardly any break 200k, let alone the 300 that is being mentioned here.
Who here is getting 300k and where?
- A lot of blind people believe that counting total compensation (i.e. - salary and bonuses) is the main way to evaluate your worth (because the number is bigger, duh, so it's a much easier dick measuring contest) and in some cases it's valid, like I got a bunch of cash payouts in the past. Oh n many cases like my current company there's no way to establish that because I just own a part of it and it's worthless at the moment. The main people for whom that works for are for those working at consistently valuated large publicly traded companies. And even then there's confusion because in many cases the people take the total amount of bonus spread out over 4 years and add it to a yearly salary to get 'tc' which is again not correct, for you get some fraction of the bonus over the first year say, 20-40% and the rest is vested in installments... but anyway, I digress
- Total comp is only relevant to companies that hire top talent.
Everyone else has to make do with base salaries and some "token" benefits like insignifcant bonuses, ESPPs, 401ks, etc.
Moral of the story: get a job at a top company if you don't want to be average. Only average folks settle for not getting a total comp vs just base (and meaningless benefits).
- I was stuck at 200k until I realized that I could work for multiple companies remote. That's what helped me break 500k. You just have to be so good at the specific thing you do that you can totally master each gig so you are staying performant.
- Twitter / EngFinagledmoreTo truly measure the opportunity cost here, you should ask for years since graduating with a bachelor’s degree. Spending 5 years getting a PhD and another 2 to get to 300k, vs a college kid making 300k after 4 years of working in the industry. I’d pick the latter.
- Facebook zuck04i know interns that got full time returning offers pretty close to that ($250+k TC) at facebook