Amazon Business Development Manager Salary
Amazon Business Development Manager Salary – At RORA, we have helped hundreds of software engineers and product managers negotiate the highest possible compensation. As a result, we get a lot of questions about salary data that people find online. The strangest thing we see is that a large number of people still use Glassdoor for salary data. Don’t trust Glassdoor salary data. Do not rely on Glassdoor Facebook Pay, Glassdoor Amazon Pay, Glassdoor Google Pay, Glassdoor Apple Pay or Glassdoor Microsoft Pay. Don’t rely on Glassdoor pay periods.
You should be suspicious of all Glassdoor tech salary data. If you use Glassdoor’s salary, you’ll often find yourself undercut by a factor of 2-5x, which means leaving $100K+ on the table.
Amazon Business Development Manager Salary
Why is Glassdoor’s data so bad? In short, they do not take into account pay bands at each level and they do not adjust for unique compensation structures among stock grants, annual bonuses, signing bonuses and stock refreshers.
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For example, Glassdoor claims that the average salary for a Software Engineer (SWE) at Facebook in San Francisco is $165,642/year (at all experience levels). While the actual figures show that
Can receive a signing bonus of $191,400 / yr + $75,000 on Facebook. This is what a comp breakdown of a competitive new grade SWE might look like:
How about engineers with more experience? For Facebook SWEs with 4-6 years of experience (YoE) in San Francisco, Glassdoor claims they earn an average of $188,525 per year. They also claim that the equity will range from $1K to $1M. Enough range.
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What exactly should they be paid? With 4-6 YoE, most engineers will be moved to Software Engineer (E4) or Senior Software Engineer (E5).
Facebook has never given $1M in equity to a Senior Software Engineer (E5) (ie equity given over 4 years for an average E6 offer). Similarly, no software engineer (E4) has ever received only $1K in equity. A standard, initial E4 offering at Facebook in San Francisco will include approximately $300K in equity over four years. Even if you live in a city with a low cost of living and labor in the US, your initial offer should include approximately $210K in equity over four years.
Glassdoor has tried to include stock compensation and bonuses (which is a good start!) but they miss important components that will cause you to underpay.
The good news is that all standard offers from Facebook, Compass, Google, Amazon, Microsoft, and Apple will include basic pay, target annual bonuses, and equity.
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Let’s go over some of the missing components that you should be aware of at each company.
If you go to Glassdoor you won’t realize it. If you were adding your Amazon compensation to Glassdoor right after you received the offer, what would you report? A big cash bonus and a small amount of stock? In comparison, if you were in your third year you would report the opposite. Because Glassdoor isn’t set up for Amazon’s unique compensation structure, you may not get the level of insight and detail needed to properly negotiate with them.
There are important details that matter to negotiate – like knowing when the salary component is maxed out. At Amazon, in all pay areas except the Bay Area and NYC, the basic pay is capped at $160K. This was true for Jeff Bezos even when he was CEO.
For senior employees who have competitive offers with a base salary of $200K – $350K+, asking Amazon for a larger base salary would be a logical next step.
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But if you ask for a larger base salary from Amazon, your compensation package will not be extended. Instead, you need to sign large bonus and stock packages for the first and second years.
Glassdoor Facebook Pay does not have a signing bonus. For junior and senior roles, Facebook will often waive their initial offer signing bonus.
Depending on the role and level, Facebook can make a signing bonus of up to $100K. Unfortunately, Glassdoor’s dataset doesn’t even mention signing bonuses, let alone categories.
Glassdoor Compass skips signing pay bonus. For some companies the impact is minimal – you could miss out on $10K-$20K. But at Compass we recently added a $120K signing bonus for an IC3 engineer. Their signing bonuses are even more competitive for senior customers, but similar to Facebook, most offers start with no signing bonus.
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Google tested a new equity vesting program in its cloud computing group at select offers over the past few years. They have now rolled it out to most of their offerings (both technical and non-technical). The new structure looks like this:
However, the old structure was 25% per year. This change makes Glassdoor’s equity data unreliable at Google. For example, is the reported amount a total of 4 years? Or is it just the first year? Is it the first year on 33% structure or 25% structure? These differences can go up to hundreds of thousands in one offer.
According to Glassdoor, Microsoft employees with 10-14 YoE earn $140,242/year in basic salary. However, the majority of Microsoft engineers with 10-14 YOEs are senior software engineers (L63-L64) or principal software engineers (L65-L66). Both engineering roles pay more than $140K at its headquarters at Microsoft.
The maximum Microsoft base salary on Glassdoor is also wrong. The top-of-band offer listed by Glassdoor is only $175,000 but the principal bases can be quite high.
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If you plan to spend more than a year at Apple, you’ll be lucky to receive a new stock grant each year from Apple (known as a stock/equity refresher).
Apple’s refreshers are some of the best in the industry and you should include them when comparing offers. Unfortunately, Apple recruiters will rarely share details about your refresher and Glassdoor doesn’t mention them at all.
The priority is to understand the role level and the respective pay band. If you don’t know what level someone was at at the time of the given salary, you’ll end up negotiating blind.
Unfortunately, Glassdoor does not provide a structure for their compensation data and the “free-form” nature of compensation entries means that the levels and titles entered are confusing and often inaccurate. So, if a recruiter tells you that you are an L6 software engineer at Compass, what does it mean?
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Take a look at Glassdoor Facebook roles for engineers. Looking at this list, you may ask yourself, are you a Software Engineer V or a Software Engineer IV? Does it go beyond IV?
Despite what Glassdoor’s Facebook roles might lead you to believe, leveling up on Facebook is structured very differently. As an engineer, your recruiter will expect you to refer to roles such as “staff software engineer” or “L6 software engineer”. Leveling will be consistent for other roles, but titles will be swapped; For example, senior data engineer or senior product manager.
In some instances, Glassdoor’s data will contain the titles you’re looking for, but be aware that the entries across companies are actually comparable.
Remote roles are becoming increasingly popular at Google, Facebook, Amazon, Apple, Microsoft, and Compass. However, the salary is not the same at every location. How much should you adjust?
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Glassdoor fails to provide enough data to provide a real difference in location-based pay. For example, according to Glassdoor, a Facebook software engineer in Seattle will earn more than a software engineer in San Francisco (the closest data point to their headquarters is in Menlo Park). In fact, Facebook employees in the Bay Area and NYC are paid the highest, while Seattle — although competitive — is less, especially at RSU. The primary determinant for Facebook’s pay band outside of the Bay Area/NYC is based on local labor costs (how well your role is paid in your city).
Equity is a major part of technical compensation. Negotiating for the maximum amount is important for a successful negotiation.
However, the data on Glassdoor for equities is often skewed because employees who have worked at Facebook, Google, Amazon, Apple or Microsoft for several years will enter data that includes stock appreciation. How does it matter? In the last two years:
If you joined two years ago and then added your stock (equity) to Glassdoor, would you add it based on your initial grant or would you add it based on the current share price? This lack of consistency makes a big difference because stock prices have risen much faster than they compensated for over the past two years. For example, we helped a client negotiate a Google L4 offer in April 2020 – exactly when the stock price fell during COVID. Now his $440K equity grant is worth over $1M. If he recorded his equity in Glassdoor as $1M, that would be your impression of the top of the band, as Google doesn’t provide L4s $1M in equity.
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Our expert negotiators have negotiated more than $100 million in compensation — from intermediate to executive, software engineers to business development — across Google, Facebook, Amazon, Apple, Microsoft and Compass.
Step 1 is defining the strategy, which often begins with helping you
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