(Not that any sane person thinks that's the most important aspect of such a choice.). This was in 2010, and I'd been working there since graduation. You'll pay an extra $36k per year to rent in SF v. a median rental market. I just trusted I would get a nice job and they would pay me something reasonable (defined as "what people similar to me earn" - how am I to know what is reasonable in an absolute sense? SDE2: $173K, Piaw Nai, in his presentation "5 Google Engineering Management Mistakes," claims that “[p]eer bonus structure was very well done, but not widely used inside engineering.” He goes on to suggest that the sums involved might be considered “insulting. I got close, but no, I didn't stay quite a full year, and of course that's not normal! The second one had five during the same time.”. $3900 for a 1 bed. I also bring in more than $100K a year in grant money that I use to pay RAs, etc. If that's a 4 year grant, it seems low. Step 3: Invite your wife [girlfiend or whoever] to celebrate $20k boost in your salary by the end of the day. $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). (I know it's normal in SF; I'm saying SF is insane.). but you can't count on any significant return. 175-185. plus half that in stock. 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. If you started in January 2015 you would have seen zero of those shares in 2015. You didn't even stay 1 year? Dreamer, hard working, extremely lazy when required. A bonus structure can attract, motivate, and retain good employees as long as the goals are accurately outlined. The pattern is that I go in thinking that a big company means big reach, big resources, and consequently big opportunities, so it'll be a chance to dig in, learn from the obviously smart and competent people who built whatever it is that made these companies successful, do some serious work, and level up my skill set - only to find myself stuck on some backwater project nobody cares about with managers playing musical chairs and no way to get out until I've slogged my way through some term of drudgery proving that I'm worthy of better things. Female, mixed ethnicity, American/native English speaker, $110k base, ~$45k in stock, 15% target bonus ($172k total assuming stock price stays stable and I make said bonus). I put an e-mail alias in my profile for anyone interested. What's your vesting schedule for that stock? Also, there's a lot of variance particularly with bonuses which are lumped in, and some of the higher levels only have one data point, but you can look at the data in the Google doc if you want to dig in. On H1B visa so can't quit, but as soon as I get green card, I should definitely look around. I'm going to negotiate my salary now :). Here are the median comps by level for Amazon and Google, just based on the postings collected in the Google doc as of 3/22. Because you have experience but you might be a specialty area, it's harder to say. I'm keen to hear from them. I think the best way for a programmer to maximize salary is to work remotely for an SF company, getting paid an SF salary, and living in an area with a reasonable COL and (preferably) low-to-zero state income tax. come on people, show your colleagues what you are making! Besides, I've never managed to work productively for very long at all without some internal motivation, and trying to slog through pointless work simply so that I can hang on in hopes of doing meaningful work at some point in the future leaves me feeling stifled, frustrated, and ultimately depressed. Complaining that you earn 100k rather than 120k is, in my opinion, the height of silicon valley arrogance. Same, but only ~3 years out of undergrad, 160k base, 15% bonus, 280k over 4 years (but this dropped by half with the latest LinkedIn stock plunge), and 40k signing. Lack of experience. This thread is especially interesting to us, because it shows the need/demand for more transparency around compensation and company feedback. If you also assume that the company in question provides annual stock refreshes, that those begin vesting immediately, and that the stock is on an upward trend it becomes apparent how such a large increase is possible. Level 6: $575K, roughly $45k per annum, probably more by the time it vests), vs working at a startup offering a base pay of $150k (plus say 10% bonus target dependent on revene, and some joke amount of stock valued at some joke number), I think it's pretty obvious that purely from an expected-value-financial-benefit standpoint, you should go with El Goog. Google.com is the most visited website in the world. you get a fixed bonus of 15% of salary times a company bonus rate. if you don't mind, what was your path from undergrad to your current position? Startup stock is truly imaginary, yes, but even Google stock has the magical property that some amount of it stops existing when you leave, which everyone does eventually. It's very easy. This has been true of "total compensation" across my whole career: base salary is real, but stock has never amounted to anything significant. Do you think you are a very talented programmer or average? SDE1: $146K, Level 4: $200K, I don't know what "L4" means but the numbers you're quoting are considerably higher than the ones I remember from five years ago. As I said over there: I love these threads and I hope more of them get started. I share a 1 bedroom apartment with my girlfriend and dog, in a very new building that's a 20 minute walk to the office. To get back to the original point, treating the stock 4 year sum on the same scale as the salary doesn't make sense (though recruiters will pitch it like that). Bonuses and stock were all annualized straight-line. This better be happening. This is almost more than twice what MSFT pays. I have a phd in cs, and 20 years as a dev, including some leadership times. All these templates are customized in different styles, fonts, color themes and formats so that users will have enough choice to select any of them or all of them to develop bonus plans for their businesses. CA also has a much higher state tax rate than most places. You might also be interested in salaries for. 260k stock vesting per year? I also like my job and consider the SF office a perk, but I may interview a few other places to get a feel for the market. My AGI (as measured by the IRS) during my time there went $130K, $200K, $280K, $280K, $300K, $356K (for my last 5 months there...it also includes unexercised stock options for the last 5 years, though). Wow, how long have you been there and what was your experience going in? SDEII. Depending on your team/group, it can also be worth starting a conversation with your manager/HRBP about allowing SWEs in your org (vs TSCs or whatever). Geez, you folks are making me feel really bad. Surely Seattle salaries are lower because no state income tax and cheaper housing than the bay area? I tried, but it appeared to be company policy not to offer anything I was interested in. In a nice neighborhood in sf, you're not going going to pay less than 1600 for a room in a shared apartment, or for half of a one bedroom place. 225 base, 90k bonus, 260k stock (grant size has been going up each year). In 2016, however, you'd see 200 shares in January plus roughly another 200 shares throughout the rest of 2016. Lovely father, loyal friend, dilettante but able to focus when reward is worthy. In the same way that a Google Peer Bonus is used to recognize a fellow Googler who has gone above and beyond, an Open Source Peer Bonus recognizes external people who have made exceptional contributions to open source.


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