Amazon kept knocking, I kept ignoring but eventually, the recruited got to me. They are pitching L7 (Senior Manager) role. Looking at levels.fyi it does not seem like they can pay me what I am getting now. (Current TC ~ 650k, YOE = 20).
The recruiter says: "We can match your current TC, but how it will be broken down will be also determined through interview and leveling etc. There is also an option of leveling up the role, but that would only be determined by the interview."
So, how does Amazon decides if I can get L8 instead of L7 if the job is posted as L7?
Would the interview and questions be different for L7 vs L8? And how would a candidate demonstrate they are "ready" for a L8 job. I have a hard time imagining how "tell me about a time when..." and the leadership principles can determine once readiness. The answers will be very similar, right?
Perhaps I can be more drastic with my frugality answer - like I never eat company food!
So is the recruiter just trying to pull wool over my eyes or is she for real?
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Levels.fyi - Compare career levels across companies
comments
In terms of ranking for the loop if they're constructing an L8 loop and give you the bs of "well see where you stand after the interview" then I would proceed with caution. They may decide based on specific experience or LPs that you aren't at an L8 level. However, in that situation they will give you L7 but with an L8 responsibility. It's a huge liability to hire an external L8 but when these recs usually open its because there is already L8 work there -- accept nothing less. On the flip side of you get L7 with L8 TC (“out of band”) then it might benefit you.
Sr Mgr pay can cross $500k in Seattle if you are managing an engineering team or 2+ cross functional teams. Bay area pay is 10-15%% more.
Getting $650k for L7 external hire is tough, but if recruiter knows (often they do) what he/she talking about them this must be a special role that you are already a perfect fit so willing to go $650k+.