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IC L3-L7 with sub-levels (L5a/b), manager M5-Director. RSUs in publicly-traded UBER; refresh grants typical at 18-24 months.
Ranges aggregated from publicly-available sources. Treat the median (p50) as roughly representative; quartile bands reflect negotiation range. Have specific data points or corrections? Send them in.
Uber uses L-prefixed levels with a/b sub-levels at L5 to fine-tune comp ranges within senior. Equity is RSUs in publicly-traded UBER, vesting 25/25/25/25 with quarterly cliffs. Bonus is annual with 10-15% target at IC, higher for managers. The org went through significant restructuring 2022-2024; current comp bands reflect post-restructure calibration. Uber's H1B disclosure data is rich and supports tight estimates.
| Component | p25 | p50 | p75 | p90 |
|---|---|---|---|---|
| Base salary | $135K | $150K | $165K | $180K |
| Equity (annualized) | $25K | $35K | $50K | $65K |
| Bonus / sign-on amortized | $10K | $12K | $15K | $18K |
| Total comp | $170K | $195K | $225K | $255K |
Entry-level. Uber's new-grad equity has rebounded since the post-IPO trough; current grants are at-market.
| Component | p25 | p50 | p75 | p90 |
|---|---|---|---|---|
| Base salary | $170K | $190K | $210K | $230K |
| Equity (annualized) | $45K | $70K | $100K | $140K |
| Bonus / sign-on amortized | $18K | $22K | $28K | $35K |
| Total comp | $230K | $280K | $340K | $410K |
Mid-level. Most-common external hire level. Comparable to Google L4 / Meta E4 with slightly lower equity.
| Component | p25 | p50 | p75 | p90 |
|---|---|---|---|---|
| Base salary | $210K | $235K | $255K | $280K |
| Equity (annualized) | $80K | $125K | $180K | $250K |
| Bonus / sign-on amortized | $30K | $38K | $47K | $60K |
| Total comp | $320K | $390K | $480K | $590K |
Senior IC (sub-level a). Uber uses a/b sub-levels to fine-tune comp ranges within senior.
| Component | p25 | p50 | p75 | p90 |
|---|---|---|---|---|
| Base salary | $240K | $265K | $290K | $315K |
| Equity (annualized) | $120K | $180K | $260K | $360K |
| Bonus / sign-on amortized | $40K | $50K | $60K | $75K |
| Total comp | $400K | $490K | $610K | $760K |
Senior IC (sub-level b). The cap of the L5 band before staff promotion.
| Component | p25 | p50 | p75 | p90 |
|---|---|---|---|---|
| Base salary | $270K | $295K | $320K | $350K |
| Equity (annualized) | $195K | $285K | $415K | $580K |
| Bonus / sign-on amortized | $55K | $70K | $85K | $105K |
| Total comp | $510K | $640K | $820K | $1.05M |
Staff IC. Equity dominates; refresh grants are typical at 18-24 months.
| Component | p25 | p50 | p75 | p90 |
|---|---|---|---|---|
| Base salary | $305K | $335K | $365K | $395K |
| Equity (annualized) | $320K | $480K | $715K | $1.03M |
| Bonus / sign-on amortized | $80K | $100K | $120K | $145K |
| Total comp | $720K | $920K | $1.2M | $1.58M |
Senior staff. Hard promotion gate. External hires uncommon.
Cross-referenced against public reporting, state pay-transparency postings, and triangulated where source ranges disagreed. Last refresh: May 2026.
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