Companies have largely stopped pretending location doesn't affect comp. Where you live now shapes 15-30% of your total comp at most big tech employers.
The three-tier system most big tech uses: Tier 1 (SF Bay, NYC, Seattle): full posted comp Tier 2 (Austin, Boston, Chicago, LA): ~90-95% of Tier 1 Tier 3 (most of US): ~80-90% of Tier 1 International remote: varies wildly, often 50-70% of US Tier 1
The "remote-work tax": A lot of companies now have a remote-specific band that's separate from local bands. Same role + same level + remote = often 5-10% less than the local-office equivalent. This is despite the company saving real money on the office space they're not providing you. Worth pushing back on in negotiation.
The high-leverage move: if you're being recruited into a role with location flexibility, get the Tier 1 offer based on a Tier 1 zip code, then negotiate move-after-acceptance. Many companies' relocation policies preserve the original band; some don't. Ask explicitly during offer-stage.