41–50 of 86 posts
Early engineer at a San Francisco unicorn 16 years of experience overall; 5 years with this firm Male, H-1B from India Title - Started out as Principal Engineer, now Sr. Engineering Manager Current comp: 220K base, 150K/yr of (illiquid) stock Some portion of the stock is in the form of options, some are RSUs. I took the price per share from the last funding round, deducted the strike price of the options and arrived…
How many people are in your org?
Just curious, anyone know what kind of package I could get at Google or equiv? Or am I too old? I'm a 36 year old associate professor in Statistics at a top 20 international university and I also have extensive coding experience (10+ years professional experience). I currently make around $100K salary + $80-100K consulting on side. I also bring in more than $100K a year in grant money that I use to pay RAs, etc. Are…
I'll add my $.02 for LinkedIn. Sr Software Eng at LinkedIn in CA. $165,000 Base $25,000 Hiring Bonus $300,000 Stock (25% 1st year, then quarterly for the remaining 75% over 3 years) ($300,000 at the time, now it's only about half that). 10% annual bonus. Male. Native English Speaker. I can also speak to a friend here all the stats are the same except he got a $35,000 moving stipend instead of a hiring bonus.
1 year prior professional SWE experience at the time of hiring, CS undergrad degree from a state university Female, mixed ethnicity, American/native English speaker SWE II, L3, Mountain View $110k base, ~$45k in stock, 15% target bonus ($172k total assuming stock price stays stable and I make said bonus) Worth noting that I tried not to give my then-current pay to the recruiter during the hiring process and was (very…
Just curious, anyone know what kind of package I could get at Google or equiv? Or am I too old? I'm a 36 year old associate professor in Statistics at a top 20 international university and I also have extensive coding experience (10+ years professional experience). I currently make around $100K salary + $80-100K consulting on side. I also bring in more than $100K a year in grant money that I use to pay RAs, etc. Are…
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That's kind of low for L4, many L3s make more than that.
Not a SWE is the catch, though my primary job responsibility is coding. Also messed up the job search and had no competing offers. Now trying to figure out if it's worth leaving Google and getting a job hopper stigma over the fact that I'm well paid but not as well paid as others.
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Consider doing a ladder transfer to SWE or SETI. If you're performing well, it will be a probably successful but bureaucratic process... But certainly less work and less risky than quitting and finding a new job.
Got to get a hiring manager on a team with head count to sponsor you, and its political because my manager won't want to lose his team etc. Honestly seems simpler to leave and come back.
Apparently this is taking off! come on people, show your colleagues what you are making!
It is more like "brag about your salary".
The thread is extremely useful for people both inside and outside the company.
While it may come across as a bragging, having worked at Amazon in a non tech role I can say that there was extremely little transparency on what someone should be paid at their level. As a result, there was a lot of variability in salaries at any level for a given role. People could be paid as much as 10-20% more purely because they joined a team after some change in salary policy - everyone else in the team would be at a lower salary. MBAs with 2 years work experience would be paid more than people who climbed up the company with 6 years internal experience.
Threads like this level the playing field for employees and would-be employees as they can negotiate with HR and know definitively what they should be paid.
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It is more like "brag about your salary".
This is an unfair comment.. The thread is extremely useful for people both inside and outside the company. While it may come across as a bragging, having worked at Amazon in a non tech role I can say that there was extremely little transparency on what someone should be paid at their level. As a result, there was a lot of variability in salaries at any level for a given role. People could be paid as much as 10-20% mo…