There's almost no real data on L7+ at Amazon publicly because the pool is small and people are cagey. I was at L7 for two years before leaving, so I can share what I know, appropriately hedged.
L7 (Principal Engineer or Director-equivalent on IC track): Base: Amazon has the same weird ceiling here. $200k-$220k is about the range even at L7. They simply don't compete on base at senior levels. RSU: this is where L7 diverges sharply. Grants I've seen range from $600k to $1.2M+ over 4 years, depending heavily on the specific role, org priority, and negotiation. This is genuinely wide and negotiable. Signing: $100k-$200k total, heavily front-loaded because the early vest years are painful on paper. AIP: 20-25% target at L7, but the same caveat applies: org performance gates it. Refresher grants: unlike L5/L6, L7+ does start to get refresher equity grants in years 2-3 if you're performing well. This matters for retention math. Total compensation at L7 in years 3-4 (when the equity vests): $600k-$1M+ range, highly variable.
One thing that matters a lot at L7: the actual job, not just the numbers. Principal Engineers at Amazon are expected to drive org-wide technical direction and operate with very high autonomy. The ones who struggle are people who want a technical individual contributor role without significant organizational influence. You can't just code at L7. You're setting technical strategy across multiple teams.
For negotiation at L7: competing offers are the only lever that reliably works. I know someone who got their RSU grant bumped from $700k to $950k with a competing offer from Google. Without that, the default offer tends to land at the lower end.
L8 and above (Distinguished Engineer / VP): I have one data point and it's not clean enough to share with confidence. Comp is genuinely bespoke at that level.