sharing what i saw. senior SWE offer, NYC, late 2025: base: $250k year-end bonus: not a fixed number, discretionary, they quoted a typical range of 50-100% of base for a strong year. people i know there have said 70-80% is realistic in a normal year for performers. no equity in the traditional sense, it's a partnership structure so comp comes through the bonus pool, not RSUs
the total comp number can be very high but it is variable in a way that's different from standard RSU packages. if you're optimizing for predictable total comp, factor that in. if you're optimizing for ceiling, the bonus pool is real.
leveling is also different there. they don't have public L4/L5/L6 ladders. figure out where you'd land by asking the recruiter directly.
4 replies
contractor_kai
the bonus variability thing is worth thinking through carefully. at a company like Jane Street that's had consistently good years it's probably fine, but you're essentially taking on performance risk you'd normally get as fixed equity at a big tech co. depends on how much you trust the business and how long you're planning to stay.
numbers_only
exactly right. for someone who's confident in JS's continued performance and wants comp upside, it's a good trade. for someone who needs a predictable number to plan around (mortgage, visa, etc.) the variability is real risk.
finance_faye
the no-RSU structure is meaningful for tax purposes too. bonus income is ordinary income. RSUs vest as ordinary income but you can time sales for long-term capital gains treatment on appreciation. all bonus means no tax optimization window on that piece. not a dealbreaker but worth knowing.
sdr_sky
the flip side: people at JS talk about the bonus pool being real in a way that most public company stock awards aren't. a lot of FAANG RSUs have massively underperformed the "expected" number people used to plan their finances. at least JS's comp is tied to something they actually control.