linkedin Senior Software Engineer
is it better to let the recruiter come up with the initial numbers or should I share my expected comp? Any suggetion on the expected total comp? YOE: 5+ Current TC: 150k base, 40k refreshers, 10% bonus, ESPP etc = ~230k, Senior software engineer @ Linkedin
Never give the first number if you don’t have to.
levels.fyi is pretty accurate. also, don’t share your expectation.
Jokingly answer that you’d sign for $1M, then deflect. That way, you get the benefit of anchoring, but don’t give up any real information. No need to give up the one thing you know they don’t know.
You are never forced to answer, so no need to be evasive or deflect. When I’m not certain, I usually ask if it’s ok to not give a number at this point. Usually, I say that I’d have to think about it. Recruiters are totes cool with it.
True, but they make it much easier to answer than not. Recruiters are salespeople, and they don’t have your interests in mind.
Tell them you have friends who work there that make somewhere in the range of x to y where x is some high number you’d accept
They will ask who that person to get more feedback on how good you are. You really want to risk it at offer stage?
Which level at eBay are you? You’re TC looks pretty high. I’m guessing you must be working in their Bay Area office?
Hi all. I’m a Eng recruiter here at Linkedin and can shed some light on this topic. I usually don’t ask about comp expectations right away, but if a candidate does let me know that compensation is the most important thing I will usually follow up with asking what the expectation is. I only ask because comp expectation is also a good data point for us to determine what level you would need to interview for us to meet that expectation. However, it is very tricky because if you at a L5 or E5 at google, you may fall in line with staff in terms of compensation here at LinkedIn but in terms of the responsibility’s that is where it differs greatly. You can be an L5 at google or e5 at FB and still lack the leadership qualities it takes to be staff at Linkedin. From my experience, if you do clear the Technical/background phone interview and come onsite most candidates I have worked with more often than not we downlevel to Sr.Swe. The biggest advice I can share is that if you are a level 4 or E/4 at these companies set realistic expectations. If you are having a hard time getting promoted to L5/E5 and want to make a move to a different company for growth, you should expect to make a horizontal move. Yes there are cases where you can make that jump, but for linkedIn it is very difficult due to what they expect of staff level engineers. Also, disclosing your comp expectations will no way be used against you. When a candidate lets me know how much they make, and it’s very low I always get excited letting them know how much more we will offer them. I know recruiters get a really bad rep, but believe me when I saw that partnering up with us and being honest only helps you. I wish candidates knew just how much we advocate for them in hiring committee. We would give every candidate a million dollars if we could, believe me. And just to give you some context for recruiters who work internally at companies, we do not get commission, so there really is no benefit for us to lowball you. Good luck! I Hope this helps :)
Base: 165-175k, rsus: 250-300k, joining bonus: 30-60k. This is exact and very close numbers I am giving you.
Great, thanks. On levels.fyi, I see the total comp ranging from 300 to 370, let me see how far I can push. Have offer from Glassdoor and Apple. And, have onsite with Uber and Google coming week.
LinkedIn won't offer you 310-320k+ for senior role. 350+ is staff level. Those high range is due to superb msft stock inflation. 300+ are not offered salaries for senior role.