posting this because Verizon comp data is weirdly hard to find online.
my offer (senior SWE, Basking Ridge NJ, late 2025): base: $148k annual bonus target: 15% ($22.2k target, paid partially based on company performance) RSUs: $80k total, 3-year vest, cliff at year 1 sign-on: $15k (taxable)
all-in year 1 TC around $185k if bonus hits target. more like $168k if company performance is average.
not FAANG numbers but Basking Ridge NJ cost of living is not San Francisco either. the benefits package is solid, healthcare is good, there is a pension component for some roles which is basically extinct elsewhere.
negotiated base up from $138k initial offer. recruiter had more room on base than on RSUs. if you are negotiating, push base first.
4 replies
finance_faye
the pension comment is underrated. Verizon still has a defined benefit pension (or a hybrid), which is genuinely rare. for long-tenure folks it can add meaningful present value that does not show up in TC calculators.
contractor_kai
15% bonus target is fine but the actual payout depends on Verizon hitting corporate targets. in years where the stock is rough or they miss subscriber numbers, that bonus is going to land under target. worth modeling the floor case, not just the target case.
numbers_only
fair point. i modeled floor at around 8-10% payout probability-weighted, which brought expected TC to about $175k. still okay for the market and the location.
market_realist
that recruiter-having-more-room-on-base tip is gold. i have noticed the same thing at other big telcos and legacy enterprise employers. the equity pool tends to be rigid, the salary bands have more flex.