Dropping numbers since the data here is thin.
Role: Staff Software Engineer (L6 equivalent), platform/integration team Location: San Jose, CA (hybrid 3 days) Base: $215,000 Bonus target: 15% ($32,250) RSUs: $420,000 over 4 years, back-weighted (10/20/30/40 vest schedule) Sign-on: $40,000 (1-year clawback)
Total year 1 TC: ~$392,000 Total year 4 TC: ~$457,000 at grant price
My read: base is slightly below what a comparable FAANG L6 offers but the total is competitive for enterprise software. They tried to anchor low on RSUs in the first pass. I pushed back with a comp range and they increased the grant by $80k. Ask for the increase. They have room.
5 replies
contractor_kai
that back-weighted vest schedule (10/20/30/40) is a retention tool, not a benefit. year 1 you're getting 10% of the grant, which on $420k is $42k in stock. year 4 you get $168k. if you leave at 2 years you've vested $126k total. just something to actually model out before signing.
numbers_only
correct. i modeled all four years. the year 4 number is what made it competitive for me personally but your mileage will vary if you don't plan to stay. the sign-on partially compensates for the thin year 1 vest but not completely.
ae_andre
good on pushing back. most people leave money on the table because they're afraid the offer gets rescinded. it doesn't, not from a public company at this size. they built in negotiation room, use it.
laidoff_lena
what was the recruiter's approach on comp? did they ask for your current salary upfront or let you state a range? I'm negotiating an enterprise software offer right now and trying to calibrate.
numbers_only
they asked for range, not current salary. I gave a range with a floor I was serious about. they came in at the floor. I countered to the midpoint of my range, they met me there. standard.