Down-leveled to SWE Linkedin, and no headcount
Hi all, I passed the interviews at Linkedin, but got down-leveled from Senior SWE to SWE, they said I am on the borderline. As a result, there is limited headcount for SWE at the moment so no offer yet until there are headcount. I have 2 questions here: 1. What is the max TC can be for SWE? If it’s true that I am on the borderline, should I expect a close to the top band TC and fight for promotion in 1 year? Is promotion in 1 year common for Linkedin? 2. If not, I am thinking of asking for an additional interview for clearing the borderline, is this practice common with Linkedin also? I know FG do this a lot. YOE 5, 1.5 in the US Tc 180 Thanks
I thought LinkedIn gives away senior and staff like candy
Your plan 1 is good and you can get promoted in 1 year. And yes, you should expect top of the band. Your plan 2 is unrealistic in my opinion.
Thanks for the input. Do you have the TC range for swe? I checked levels fyi, seems like 200-220k is common, saw one entry of 260k but not sure this outliner is accurate or not
220 is about right. Make sure you get exceed rating your first review if you want to get promoted quickly.
With 1.5 yoe in US, you are leveled correctly. I have seen people with 7-8yoe joining as senior swe. LinkedIn no more gives titles easily. Those days are long gone.
this happened to me.OP move on, they won’t offer you any thing. Linkedin is a second line company
Salty? Did you get down leveled as well. The last time I heard LinkedIn has better culture than Amazon and I'd take LinkedIn anyday over Amazon
yes, I got down level at linkedin. the funniest thing is that I got up leveled in amazon. And they offer me different teams in seattle and bay area
Did u Interview with LinkedIn ? What was the offer ?
LinkedIn has something called "must-hire bar" for SWE engineers. They put this bar in place only sometimes (when they have low openings for entry level engineers). Must-hire bar means that the SWE candidate must be exceptional! - Basically some hiring manager in theory should be able to take this candidate to fill a Sr. SWE (or above) position. So Sr. SWE candidates who are down leveled to SWE by hiring committee by-definition don't meet the must-hire bar. You could ask for additional onsite interviews but they may not help here My advice is to keep pinging the recruiter every 3 months or so (if they don't ping you already). If the must-hire bar is not in effect, they'll proceed with the offer process for you. (There are many candidates stuck in this state, that's why proactively reaching out to the recruiter helps).