posting because i couldn't find recent Snap comp data when i was deciding. role was L5 senior SWE, ads infrastructure team, based in Santa Monica. base: $195k RSU: $280k over 4 years (25/25/25/25 vest). stock was around $11 at grant time sign-on: $30k (1-year clawback) bonus target: 10% of base, discretionary
TC at grant came out to ~$295k depending on how you count the sign-on. the RSU value is obviously sensitive to where SNAP trades, which is the real risk here. they wouldn't move on base but did increase the sign-on by $10k when i pushed. didn't try to negotiate RSU count.
levels.fyi had older data that was slightly lower, so the base at least seems to have moved up a bit. the stock volatility is real though, factor that in.
4 replies
contractor_kai
the 25/25/25/25 vest is actually nice compared to the back-weighted schedules some companies run. on SNAP specifically i'd model two scenarios: one at current price, one at the 52-week low. the delta is meaningful. sign-on uplift trick works at most companies, good call.
market_realist
that base is solid for LA. cost of living isn't SF but it's not cheap either. the stock wildcard is real, i turned down a Snap offer in 2021 and in hindsight that was probably the right call even though the number looked good at the time. no shade, just context.
numbers_only
yeah i'm aware of the 2021 grant cohort situation. my calc was that the base alone is livable and the RSUs are upside, not salary. different risk tolerance for different people. also the team and scope were the bigger factor for me.
jordan_pm
for PM at L5-equivalent they were around $185k base last i checked with slightly lower RSU. the product leader comp has been consistently 10-15% below engineering at the same level which is pretty standard Snap.