How does Netflix have one engineering level?
Compare career levels across companies
241–250 of 428 posts
Re: Compare career levels across companies
#242Earlier quoted context omitted.
Where do you live that doesn’t have taxes? Also 40-45% is extremely high for the US. Perhaps you’re misunderstanding how marginal tax rates work?
Some of these reported salaries would come close to that, if you include social security and medicare: For a $500k income in CA 29.59% Federal Income Tax + 10.48% CA Income Tax + 1.59% Social Security + 1.99% Medicate ---------------------------- = 43.65% total tax rate. (Source: https://smartasset.com/taxes/california-paycheck-calculator )
The California tax rate is off - you get taxed certain percentages up to a certain amount (progressive tax). The effective tax rate for $500k in California should be about 9.44% pre-deductions (should be effectively lower than this).
Should be roughly 42% pre-deductions/writeoffs.
...But in truth, if you're making around the $500k ballpark, you're doing pretty well financially.
Re: Compare career levels across companies
#243Hi, I'm one the makers of Levels.fyi. Happy to answer any questions and would love to hear feedback! We have a lot of features in the coming months that we think folks will love!
Why don’t the numbers always add up? A Tesla P3 engineer lists his or her base as $130k, stock grant as $150k and TC is listed as as $168,000?
Does it not check whether the numbers make sense?
Re: Compare career levels across companies
#244This makes salaries and compensation in Toronto seem outrageously low. Wow. Maybe I should be moving? Crazy. (Sadly, family is here, so moving is unlikely)
The truth is, in my experience, people in the major cities (and even some outside them) in the USA are the most highly compensated people on Earth. Canada and the EU have a lot of social systems that cost a lot of money. They have a lot of worker protections. This means it costs more to hire someone there and it is very difficult to get rid of them meaning more risk for the company. Because of this (and other reasons…
Canada doesn’t have anywhere near the worker protections of the EU. It’s not quite “at will” employment but...
I live in Canada and work remotely for a US tech company which has helped keep my comp competitive. It not about laws or taxes really (ours aren’t much more than California really), it’s that the wage inflation / talent war hasn’t quite made it up here yet.
Re: Compare career levels across companies
#245Here's a slightly related open question: Are Engineers in the US just much richer than in the UK? For perspective, I started my career with an MEng in Electronic and Electrical Engineering as a Hardware Design Engineer at £35k (I out-earned most of my fellow graduates). It seems like these salaries are just comically disjointed from my entire experience of life. Can anyone here speak to the differences? Everything I'…
As a hiring manager (not at Google) I would say yes, and significantly so. EU employees make far less than equivalent USA colleagues when factoring in job title and location. It costs a lot to employ someone in the EU and the workers are well protected. I can not easily terminate an employee in the EU like I can in the USA. Taxes paid to employ someone in the EU are significantly higher than in the USA. This cuts bot…
> However, you get health care out of that and can retire early with a lowered risk in terms of health issues.
I’m not aware of any major tech company in the US that doesn’t offer excellent health insurance and retirement plans. And the quality and availability of healthcare in the US is arguably the best in the world, if you are insured (that’s the ‘catch’ I suppose).
Re: Compare career levels across companies
#246Earlier quoted context omitted.
$60k worth of stock is $60k worth of stock. Initial and refresh awards are converted to shares from a dollar amount. If new grants were $200k six years ago and are still $200k now, what the stock price has done in the interim is irrelevant.
This is evidently false. Stock has pulled total numbers comp up significantly. Employer is not going to give an engineer refresh that brings tc lower (in $ value) than the year before unless it wants to lose that engineer.
This is false - employers do give less. My own FAANG stock for my initial compensation when I joined my company was at $105k in RSUs, and they jumped up about 35% (was even higher, but the market is a little volatile currently). My refresh grant after a little over a year was $125k in RSUs, which turned out to be less stock by a not insignificant percentage compared to my first grant!
My read of the numbers floating around the internet suggests my refresh grant was for outperforming and my TC is high for my band. Whether my new TC is less than my first year, who knows. I'm happy with my work, and while the comp could be better (I should be at the next band but promotions are slower to come by in FAANG), I don't know if I'll ever even leave my company given that my total comp for a mid-level software engineer (at my employer) is already over $300k.
Re: Compare career levels across companies
#247Earlier quoted context omitted.
L5? Which location? When did you join? Did you receiver refreshers? Your stock growth alone should push you into upper bands if you stayed long.
I've been here 4 years. I'm sorry, I'd rather not divulge much more than that. Stock growth did result in a higher than expected TC, but the number of shares I have vesting will drop substantially over the next 2-3 years. If you're curious, every year I've been here my manager has given me great annual reviews. My base pay is substantially lower than the others on the list. What are refreshers? Perhaps it's something…
Location matters a lot, for all tech companies. Cost of living in Bay Area for example is really high, and salaries reflect that. The exact same position in two different cities can vary by 20% or more depending on location, and that's true for any company.
Re: Compare career levels across companies
#248Earlier quoted context omitted.
And to the "outsiders" from outside US, it should be written that 40-45 percent is taken away as taxes. So, if someone is making a total comp of 200k, it is basically 120k. This should be written in bold on this website. Actually i would say, instead of having these charts which compare total comp, its better to have a survey on how much people save after rent, taxes, and basic living expenses (not including loans et…
You forget that many of these compensation numbers include a large portion of equity that many people hold for 1yr to get long term capital gains tax of just 15%. Many of these equity packages include components that can top 6 figures a year. $100k in equity every year for 4 years is not an unreasonable equity package for a mid-senior engineers (5+yrs exp).
> You forget that many of these compensation numbers include a large portion of equity that many people hold for 1yr to get long term capital gains tax of just 15%.
Actually for RSUs you are taxed at vest, so it's your pay tax rate (probably in the realm of 35%+). What's taxed at 15% after a year is any additional gain from vest time. So if you get 4 google stock at $1000 a piece, they sell 2 to cover your tax liability, refund you the difference between $2000 and .35*4000, and you get 2 stocks you've just paid full taxes on. If in a year they're worth $1200 a piece, you can pay additional taxes of only 15% on the $400 you just made by holding onto them.
Re: Compare career levels across companies
#249Earlier quoted context omitted.
So what you're saying is that this tool is bad because it makes you sad ?. Information is empowering use it to make informed choices about your career. If you're taking less money, make sure there is some trade off you're happy with. Also, most Google jobs are language agnostic. You can code in pretty much one of C/C++, Java, Python, Google hires for generalists. Your Ruby experience is not what's holding you back, s…
Says google is code agnostic. Provides list of the three languages you specifically need to code in. Perhaps agnostic means something different in my language :p
Those are the 3 big ones. You can code in pretty much whatever as long as you're interviewer can understand your logic. Please post here when employees in your company understand all languages possible. Op maybe an outlier but many employees go above and beyond to not make language a factor.
Re: Compare career levels across companies
#250Earlier quoted context omitted.
And to the "outsiders" from outside US, it should be written that 40-45 percent is taken away as taxes. So, if someone is making a total comp of 200k, it is basically 120k. This should be written in bold on this website. Actually i would say, instead of having these charts which compare total comp, its better to have a survey on how much people save after rent, taxes, and basic living expenses (not including loans et…
> it should be written that 40-45 percent is taken away as taxes. So, if someone is making a total comp of 200k, it is basically 120k. Are you confident about this? My experience as a single guy in that total comp range is closer to 25 percent taxation. The marginal rate is that high, but only a small chunk of a 200k income is taxed at that rate. In fact, Social Security caps out before there. And if you're married,…
> Are you confident about this? My experience as a single guy in that total comp range is closer to 25 percent taxation. The marginal rate is that high, but only a small chunk of a 200k income is taxed at that rate. In fact, Social Security caps out before there. And if you're married, it's even lower.
What state are you in? My experience is more similar to the parent post; bonuses which are part of your total comp get taxed slightly higher than base pay. After CA income tax, etc etc effective tax rate is easily 40%+.