SWE Salary by Level Explorer
Explore ESTIMATED SWE salary by level (L5-L8) at FAANG/MANGA companies. Compare base, bonus, and RSU data with location adjustments.
| Company | Level | Base Salary (ESTIMATE) | Bonus (ESTIMATE) | RSUs (ESTIMATE) | Total Comp (ESTIMATE) | Location Multiplier | Years Experience (ESTIMATE) |
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Understanding SWE salary by level is crucial for engineers evaluating job offers, negotiating compensation, or planning career growth in Big Tech. The SWE Salary by Level Explorer provides ESTIMATED compensation ranges for Software Engineers at levels L5 through L8 across FAANG and MANGA companies, using aggregated data from Levels.fyi, Bureau of Labor Statistics, and other public sources.
Salaries for Software Engineers vary significantly based on company, level, location, and years of experience. For example, an L5 SWE at Google might expect a total compensation ESTIMATE of $240K, while an L7 at Netflix could see ESTIMATES exceeding $500K. These figures are not exact guarantees but serve as benchmarks based on crowdsourced and industry-reported data.
Location plays a major role in compensation. Companies often apply location-based multipliers to salaries, with high-cost areas like San Francisco or New York receiving full adjustments, while lower-cost regions may see reductions of 10-20%. This tool allows you to explore how SWE salaries by level shift when adjusting for location, helping you compare opportunities across geographies.
Equity (RSUs) is another critical component of total compensation, particularly at higher levels (L6+). While base salaries may increase incrementally, RSUs often drive the bulk of compensation growth at senior levels. For instance, an L6 at Amazon might see RSUs account for ~27% of total ESTIMATED compensation, while an L8 at Meta could see RSUs make up nearly 45% of their package.
Whether you're a new grad comparing entry-level offers or a senior engineer planning your next move, this explorer provides ESTIMATED insights into SWE salaries by level, helping you make informed career decisions.
How It Works
Use the filters above to explore ESTIMATED SWE salaries by company, level, and location. The table displays base salary, bonus, RSUs, and total compensation ranges. Adjust the Location Multiplier to see how salaries compare in different regions (e.g., 0.9 for Austin, 0.8 for Atlanta, or 1.2 for NYC).
Hover over any column header for definitions. Total compensation includes base, bonus, and RSUs, but excludes other benefits like 401(k) matches or signing bonuses.
Methodology Note
All numeric data in this tool are ESTIMATES based on public data sources, including Levels.fyi, Bureau of Labor Statistics, LinkedIn Talent Insights, and Glassdoor. Compensation ranges represent approximate medians for each level and company but may vary due to individual negotiation, team allocations, or geographic adjustments.
RSU values are ESTIMATED using recent stock prices and typical vesting schedules but do not account for future stock price fluctuations. Bonuses and equity grants are project to annual amounts but may be structured differently (e.g., signing bonuses vs. performance bonuses).
Location multipliers are ESTIMATES based on cost-of-living adjustments reported by companies. Actual multipliers may vary. Years of experience are ESTIMATED benchmarks and not official company guidelines.
Frequently Asked Questions
Levels typically correlate with experience, scope, and impact:
- L5: Mid-level engineer (3-5 years experience). Expected to deliver features independently.
- L6: Senior engineer (5-8 years experience). Leads projects and mentors junior engineers.
- L7: Staff engineer (7-12 years experience). Owns technical direction for teams or critical systems.
- L8: Principal engineer (10+ years experience). Defines company-wide technical strategy.
Actual responsibilities vary by company.
These figures are ESTIMATES derived from crowdsourced platforms (Levels.fyi) and government data (BLS). They represent typical compensation ranges but may vary by individual, team, or negotiation. Companies also periodically adjust salary bands, so recent data may not reflect current offers.
Netflix famously uses a 'high base, no RSUs' model, opting to pay top-of-market base salaries annually rather than granting long-term equity. This approach appeals to some engineers who prefer liquid cash over illiquid RSUs, though it lacks the upside potential of equity.
Companies adjust compensation based on local cost of living. For example, an L6 in San Francisco might earn 10-20% more than the same role in Austin. Some companies (e.g., Google, Meta) offer location-agnostic salaries, while others apply strict multipliers. This tool uses ESTIMATED multipliers for common tech hubs.
RSU grants grow significantly with seniority. An L5 might receive ~$50-$90K in RSUs, while an L8 at FAANG could see $200K+ annually. RSU values depend on:
- Company performance and stock price
- Individual negotiation
- Team allocation budgets
- Market demand for specific skills
FAANG companies (Facebook/Meta, Amazon, Apple, Netflix, Google) and MANGA companies (Microsoft, Apple, Nvidia, Tesla, Amazon) offer competitive compensation, but differences exist:
- Netflix and Google tend to offer higher total compensation at junior levels (L5-L6).
- Amazon often lags in RSUs for L5-L6 roles but compensates with career growth.
- Nvidia offers strong equity, particularly for L6+ roles, reflecting high demand for AI/ML expertise.
Breakdowns vary by company, but typical ESTIMATED ranges include:
- L5: 60% base, 10% bonus, 30% RSUs
- L6: 50% base, 15% bonus, 35% RSUs
- L7: 45% base, 15% bonus, 40% RSUs
- L8: 40% base, 20% bonus, 40% RSUs
Netflix is an outlier, with >80% of compensation in base/bonus.
Companies typically review salary bands annually. FAANG/MANGA firms often update bands in Q4 to reflect market changes. Major economic shifts (e.g., 2022 tech layoffs) can accelerate adjustments. Levels.fyi reports show some companies increasing L5-L6 bands in 2023 to retain talent.
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