Snap L4 vs Google L5

Mar 8 58 Comments

Snap, L4, Seattle:
Base: 185
RSUs: 645 / 3 years
Sign on: 30 / 3 years
Bonus: 10%

edit:
Refreshers: no stacked refreshers, ongoing equity target 215 / year starting year 4


TC (without refreshers): 428

Pros:
Good team, no need to move, no cliff
Cons:
Volatile stock

Google, L5, Bay Area:
Base: 210
Stocks: 450 / 4 years
Sign on: 30 / 4
Bonus: 15 %

Edit
Refreshers: est 12 - 40 per year

TC (without refreshers): 361

Pros:
Good team, strong stock, G brand if any
Cons:
TC much lower, COL in Bay Area high, relocation

Both are final offers, no room for further negotiation.

Curr TC: 250+, YOE: 4-5

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TOP 58 Comments
  • Chegg
    XpsG17

    Go to company page Chegg

    XpsG17
    Snap will boom
    Mar 8 2
  • Snap
    snapchats

    Go to company page Snap

    snapchats
    There are no additional refreshers at Snap. Either you are faking or got misinformed about it.
    Mar 8 4
  • Snap
    wait4$70

    Go to company page Snap

    wait4$70
    Get the L5 at google, then you’ll have no problem going to other companies as L5. It’s very difficult to get promoted from L4 to L5 at snap.
    Mar 9 3
  • Snap
    skipper 🐧

    Go to company page Snap

    skipper 🐧
    How were your interviews at google for L5 as compared to snap?

    LC hards?
    Mar 10 5
  • Snap
    Coffeind

    Go to company page Snap

    Coffeind
    Really good offer from Snap. However it sounds like there is a knowledge gap based on what your recruiter told you (unless the comp system changed very recently). Ask your recruiter what your ongoing equity target is - that is the “refresher” that snap has, and post it back here to help you decide.

    Ongoing equity is stock that starts vesting annually after year 3 (once your initial stock grant runs out) and is supposed to be the same annual $ value as your initial annual RSU (I.e. initial RSU divided by 3). But the ongoing equity grants do not overlap or stack like a conventional refresh program does. In other words, if the stock stayed flat (obviously this will never happen but to illustrate), there would be no “cliff” in your TC. Your recruiter can explain to you how ongoing equity works, but this 20 per year thing you mentioned is not consistent with Snap’s comp program unless something changed super recently. It should be more clear in the offer letter if you got one already or are about to.

    Your recruiter probably explained this to you already but, 15% cash bonus per year is not a guarantee, it can range from 0-1.5x+ of that 15% target. But if you are a higher performer for your level then you are more likely to get at least 1x.
    Mar 9 4