Product And Business Strategy Lead Google Salary
Product And Business Strategy Lead Google 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 the salary data people find online. The craziest thing we’ve seen is that a large number of people are still using Glassdoor for salary data. DO NOT trust Glassdoor’s salary data. Don’t believe Facebook’s Glassdoor salary, Amazon’s Glassdoor salary, Google’s Glassdoor salary, Apple’s Glassdoor salary or Microsoft’s Glassdoor salary. Don’t believe the Glassdoor pay period.
You should be skeptical of all Glassdoor tech salary data. If you use Glassdoor’s paycheck, you will often sell yourself by a factor of 2-5x, which means leaving $100K+ on the table.
Product And Business Strategy Lead Google Salary
Why is Glassdoor’s data so bad? In short, they don’t account for the pay bands at each level and they don’t adjust the unique compensation structure between stock grants, annual bonuses, signing bonuses, and stock refreshments.
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If you have further questions about salary data and want help negotiating your offer, talk to the experts on our negotiation team.
For example, Glassdoor claims the median salary for a Software Engineer (SWE) at Facebook in San Francisco is $165,642/year (across all experience levels). While the actual data show that
On Facebook can receive $191,400/year + $75,000 signing bonus. Here’s a breakdown of the competitive SWE fresh graduate comp:
What about engineers with more experience? For SWE Facebook 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 equity will range from $1K to $1M. Enough range.
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What do they actually have to pay? With 4-6 YoE, most engineers will be leveled at Software Engineer (E4) or Senior Software Engineer (E5).
Facebook has never provided $1M equity to a Senior Software Engineer (E5) (i.e. equity given over 4 years for an average E6 offering). Similarly, no Software Engineer (E4) has ever received equity of only $1K. A standard E4 initial offer at Facebook in San Francisco will include approximately $300K in equity over four years. Even if you live in a city with lower costs 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 great start!), but they are missing an important component that will cause you to be underpaid.
The good news is that all standard offers on Facebook, Compass, Google, Amazon, Microsoft, and Apple will include base salary, annual bonus targets, and equity.
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Let’s explore some of the missing components that every company should know about.
If you use Glassdoor, you won’t notice any of that. If you added your Amazon compensation to Glassdoor right after you got an offer, what would you report? Big cash bonus and low stock? In comparison, if you were in your third year, you would report otherwise. Because Glassdoor is not set up for Amazon’s unique compensation structure, you can’t get the level of insight and detail needed to negotiate with them properly.
There are important details that are important to negotiations – such as knowing when the pay component is maxed out. On Amazon, in all pay territories except the Bay Area & NYC, base salary is limited to $160K. This even applies to Jeff Bezos when he was CEO.
For a senior employee who has competitive offers with a base salary of $200K – $350K+, it feels like the next logical step to asking for a bigger base salary from Amazon.
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But if you ask for a larger base salary from Amazon, your compensation plan will not be increased. Instead, you need to ask for the first and second year signing bonuses and bigger stock packages.
Glassdoor Facebook salary no signing bonus. For junior and senior roles, Facebook will often ignore the signing bonus on their initial offering.
Based on the role and level, Facebook can do a signing bonus of up to $100K. Unfortunately, the Glassdoor dataset doesn’t even mention signing bonuses, let alone the range.
Glassdoor Compass salary does not include signing bonus. For some companies, the impact is minimal – you may lose $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 clients but, similar to Facebook, most offers start without a signing bonus.
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Google piloted a new equity vesting schedule in their cloud computing group on select offerings over the past few years. They have now rolled it out in most of their offerings (both technical and non-technical). The new structure looks like this:
However, the old structure is 25% per year. The changes made Glassdoor’s equity data unreliable at Google. For example, is the number reported a total of 4 years? Or just the first year? Is this the first year on a 33% structure or a 25% structure? This difference can reach hundreds of thousands in a bid.
According to Glassdoor, Microsoft employees with 10-14 years earn a base salary of $140,242/year. However, most engineers at Microsoft with 10-14 YOE are Senior Software Engineers (L63-L64) or Principal Software Engineers (L65-L66). Both engineering roles pay over $140K at Microsoft at their headquarters.
Microsoft’s maximum base salary is also wrong on Glassdoor. The top band deals listed by Glassdoor are only $175,000 but Principal’s base could be much higher.
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If you plan to spend more than a year at Apple, then you’ll be lucky to receive a new stock grant each year from Apple (known as a stock/equity refresh).
Apple refreshments are some of the best in the industry and you should include them when comparing offers. Unfortunately, Apple recruiters rarely share details about your refresh and Glassdoor doesn’t mention it at all.
Understanding the appropriate level of roles and salary bands is the first priority. If you don’t know what level a person is when they receive a given salary, then you will end up in blind negotiations.
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 incorrect. So if a recruiter tells you that you are an L6 Software Engineer at Compass, what does that mean?
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Take a look at Glassdoor’s Facebook role for engineers. Looking at this list, you may be asking yourself are you a Software Engineer V or Software Engineer IV? Is it through IV?
Regardless of what the role of Facebook Glassdoor might lead you to believe, leveling 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”. For other roles, leveling will be consistent, but titles will be swapped; for example, Senior Data Engineer or Senior Product Manager.
In some cases, the data on Glassdoor will have the title you’re looking for, but be warned that the company-wide entries are actually comparable.
Remote roles are quickly becoming popular on Google, Facebook, Amazon, Apple, Microsoft, and Compass. However, the pay is not the same in every location. How much should you adjust?
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Glassdoor failed to capture enough data to provide realistic differences in payments by location. For example, according to Glassdoor, Facebook Software Engineers in Seattle will produce more than just Software Engineers in San Francisco (the closest data point to their headquarters in Menlo Park). In fact, employees at Facebook in the Bay Area and NYC are the highest paid while Seattle – despite being competitive – is lower, especially at RSU. The primary determinant for Facebook pay bands outside the Bay Area/NYC, is to base them on local labor costs (how well paid your role is in your city).
Equity is a major part of technology compensation. Negotiating for the maximum amount is critical to successful negotiations.
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. Why is that important? In the last two years:
If you merged 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? The lack of consistency makes a big difference as stock prices are rising much faster than compensation in the last two years. For example, we helped a client negotiate a Google L4 offer in April 2020 – just as the stock price was dropping during Covid. Now their $440K equity grant is worth more than $1 million. If he entered his equity in Glassdoor as $1M, that would be your perception of the top band, because Google doesn’t give L4s $1M equity.
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Our expert negotiators have negotiated over $100 million in compensation across Google, Facebook, Amazon, Apple, Microsoft and Compass – from mid-level to executive, software engineer to business development.
Step 1 is to define a strategy, which often starts with helping you
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