6 YOE + Masters. I know that my interview feedback was great and overlapping to next level. * $160K base * ~80 RSUs (~$155K) * $67K first year + $51K second year bonus. (= $227K TTC first year = who-the-hell-cares-K TTC second year and on) I'm seeing $300K (https://www.levels.fyi/offer.html?entry=20098) $282K (https://www.levels.fyi/offer.html?entry=18991) $265K (https://www.levels.fyi/offer.html?entry=17534) $240K (https://www.levels.fyi/offer.html?entry=15502) on levels, let alone other Amazon L5 blind posts... The comp person says I should "not believe everything here, some are true, some are false". Google/FB is not an option at this moment — but will be in a year or so. I have MS, LinkedIn, Salesforce etc lined up for interviews. Currently in Bay and wanna move to Seattle. I feel like I'm being low balled like a MoFo and I'm pissed. I was honestly expecting something like 250K-260K which I felt was reasonable, but want comments of fellow Amazonians and alike, especially those who recently got hired with similar background if my fury is fair... If so, how do you suggest I negotiate and by how much. If not, then I guess I will need to suck this offer up and make a decision accordingly since I'm really interested in the team and things they work on. Thanks in advance. #amazonsalary #sde2 #l5 #amazoncompensation #lowball #amazon #negotiation
No, this is an above average L5 offer tech offer at Amazon. The L6 comp band starts at 250k.
This is realistic for sde 2 and your experience
Following as I’m expecting an offer. Don’t want to get low balled. General question: are salaries in Seattle area less than Bay Area? Is that the reason why?
Yes, bay area and NYC are premium markets so the pay bands are higher than in seattle. SDE2 top of band is around 250 in seattle and other cities but 300 in premium market. Anything over that would need to get exception approvals by hiring manager and recruiter. I have also heard of discount markets like dallas where pay band is lower than seattle but don’t know of anyone who can confirm that.
Thanks @jk361Dme for your insight. Another question, since I’m in Bay Area, can I expect an offer around 250?
Apparently, they already got the VP approval. If they weren't gonna raise it to above 250K mark, then why the heck did they need VP approval? Also, please note that my feedback was amazing. I'm basically already an SDE III.
Are you expecting a SDE 3 offer? I was also down leveled to SDE 2. I have the same experience as you and same number of years. My offer should come sometime this week.
Can you negotiate for an up level ?
I would stall amazon. Try to sit on that offer as long as possible. Go out and crack Microsoft, sales force, and LinkedIn. Then go back to amazon with offers in hand. Start a bidding war and I think you can bring your package to the high 200s. These other companies will easily and willingly compete and beat that amazon 230k offer if you crack the sh*t out of their interview.
Looks less . Did you negotiate?My offer for L5 was 285k with competing offers
In Seattle?
Yeah
I thought YOE 1-15 are all SDE2 or less and YOE 15 or more will be SDE3 or Principal..etc at Amazon. Isn’t that right? And also not all L5 pays are equal - depends on the team and also the need for that position.
Usually, ordinary, you’ll find: 0-3 yoe = SDE 1 2-15 yoe = SDE 2 8-25 yoe = SDE 3 20 yoe + = possibly, Principal or higher
Based on what data point?
Also, everyone: another question: who determines the TTC number? VP? Hiring manager? Both?
The total TTC is really just calculated in a system we use. The way it typically works is you get approved for offer, the recruiter puts your info into this system and then plays with each part of the package till your offer has two things, at least a tc of 80 percent of the mid of the comp band (most teams use 90 percent, but you arent allowed to offer anything under .8 compa) and that you have good year over year growth for you ttc for the next four years (this becomes impossible tho when offering at top of band) once the recruiter feels good about the offer they present to hr and Hm for approval, it’s almost always automatic approval if within band and has year over year growth. Recruiter presents offer to candidate, candidate accepts or declines. If declined and the recruiter has room to work with in the band they up it a little, get approvals again and try again. If you need to go to exception then the HM has to start doing work to get approvals and build a business justification. Which is why unless the HM really wants you, you aren’t getting an exception
Oh and your years of experience and degree level are not factored into your offer
Isn’t it amazing that we are living in a world where 230k is considered a lowball?
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No, not a lowball. L5 max is 250k so you’re right in the middle of the band. You can only exceed 250k with competing offers with a VP exception
How far they can go with exception for L5?
Maybe 10% if the Hm really wants you