posting for the data pool.
Role: Software Engineer L5 (senior), storage/infrastructure team Location: SF Bay Area, hybrid (2 days/week expectation) Base: $215k RSU: $320k over 4 years (25% year 1 cliff), grant at time of offer Bonus: ~12% target, typically paid out Signing: $30k, clawback if you leave before 12 months Total year 1: ~$345k including signing Total year 2-4 avg: ~$290k
leveling landed at L5 after they pushed back on my ask for L6. i had 8 YOE. they moved base up $10k from the initial offer when i countered but didn't move RSUs. signing was added to close the gap.
market context: this was competing with a FAANG L5 at ~$420k total and a Series C at $260k + significant equity upside. i took the Series C. Dropbox offer was solid but not top-of-market for senior infra.
4 replies
contractor_kai
that RSU vesting schedule is worth flagging for people: 25% cliff at year 1 means you see nothing for 12 months. if you're coming from a job with monthly or quarterly vesting that's a real cash flow difference. factor it in when comparing.
market_realist
year 1 of $345k and then dropping to $290k in years 2-4 is an annoyance because people anchor on the year 1 number in their head. $290k is the real steady-state. still good, just want people to read these things accurately.
numbers_only
correct. also RSU value fluctuates with stock price obviously. all numbers assume grant-day price holds, which it won't.
recruiter_rita
good transparency on the counter process. the 'moved base, held RSUs' pattern is extremely common. most hiring managers have more flex on base than equity because equity pools are tighter to manage. if you go back to negotiate, usually more productive to push on base or signing than RSU total.