Compensation
Total comp, base, equity, and bonus ranges for software engineering roles at top tech companies. Each company's data is aggregated from public sources and refreshed quarterly.
These ranges are aggregated from publicly available sources (Levels.fyi, US DOL H1B disclosures, state pay-transparency-law postings, public career-page postings). They are intended as anchors, not exact data. Take the median (p50) as roughly representative; quartile bands (p25/p75/p90) reflect negotiation range.
Data is refreshed quarterly. If you have specific data points to share or corrections, let us know.
Levels L3 (entry) through L7 (senior staff). Equity is the dominant component; bonuses are 15-20% target on top.
Amazon
Levels SDE I through Senior Principal. Compensation is famously back-loaded due to a 5/15/40/40 vesting schedule and capped base salary.
Stripe
Levels L2 through L6 (staff). Pre-IPO equity at notional valuation; meaningful upside if the company IPOs at or above its tender-offer valuation.
Anthropic
Engineer levels roughly L3 through L7. Cash component is high; pre-IPO equity at the most recent tender offer (~$60B+ valuation).
Meta
Levels E3 through E7. Equity-heavy with frequent refresh grants. PSC bonuses are tied to performance rating.
Microsoft
Levels SDE through Partner SDE (61-69+). Equity vests 25%/year. Bonus targets are 10-15% at IC levels.
OpenAI
Engineering ladder. Pre-IPO equity using Profit Participation Units (PPUs) - non-traditional structure with capped upside.
Databricks
SDE through Distinguished Engineer. Pre-IPO equity at the most recent tender offer (~$60B+ valuation).
How to read these ranges
Each level shows four quartile bands: p25 (offers below this are uncommon), p50 (the median offer at this level), p75 (above-median offers, usually requires strong negotiation or competing offers), and p90 (top-of-band, typically requires senior-level negotiation and strong leverage).
Total comp is annualized: base + equity-per-year + bonus. Pre-IPO companies (Stripe, Anthropic, OpenAI, Databricks) quote equity at the most recent tender-offer price; realized value depends on outcome. Public companies (Google, Amazon, Meta, Microsoft) quote equity at grant-date market price.
Sign-on bonuses, relocation bonuses, and one-time targeted RSU grants are not included in the annualized totals shown - they inflate Year 1 comp specifically. Check each company's page for sign-on bonus norms.
Negotiation lift: in our experience, the gap between p25 and p75 on the same offer is typically 20-30%, achievable with strong competing offers and a structured negotiation. The p75-to-p90 gap usually requires unique leverage (rare skill, strong existing relationship, exec sponsorship).
Practice negotiating with the salary coach
Knowing the numbers is half the work. The other half is delivering the negotiation conversation. Use the AI salary coach to practice counter-offers, cap discussion, and the response to "what are your expectations."
Practice with the salary coach →