sharing my Uber L5 SWE offer from a few weeks ago. SF-based, Eats org.
base: $215k annual bonus: 15% target ($32k) RSU grant: $350k over 4 years, 25% cliff at year 1 tc at grant value: ~$329k (not including refreshers)
they came in at the top of the stated band on base but mid on equity. i pushed back on equity specifically (pointed to a competing offer from a late-stage company) and they came up to $400k grant. recruiter said equity is where they have more flexibility than base.
level: they initially wanted to loop me at L4, i pushed for L5 before the loop started and they agreed to calibrate against L5 in debrief. that mattered. know your level going in.
4 replies
remote_swe_42
$329k-$347k TC at L5 in SF is on the low end of FAANG-adjacent right now but not egregious. what was the competing offer and was it apples-to-apples or did you have to explain why the comparison was fair?
contractor_kai
the tip about negotiating level BEFORE the loop is underrated and people don't do it enough. once the debrief is filed at L4 it's hard to unwind. fight that battle with the recruiter before you take the first coding call.
numbers_only
exactly. and frame it not as 'i want to be L5' but as 'based on my background, what level does the team typically hire at for this role.' gets you the same info without sounding presumptuous.
corp_refugee
refresher cadence at Uber has been inconsistent post-restructuring. i'd model conservatively on equity and not assume year-3 top-up is automatic. ask the recruiter directly what the refresh process looks like and whether there have been cuts to refresh budgets in the last year.