分享一下我看到的 L4（mid-level）SWE offer，旧金山，2 月刚接受。
base: $185k RSUs: $350k over 4 years, 1-year cliff signing: $30k target bonus: 10-15% at their discretion, not guaranteed
第一年算上 signing 总包大约 $293k。第二年没有 signing 会降到大概 ~$263k。
offer letter 里没有 401k match 信息，建议你单独问。医疗保险覆盖挺好，他们承担了很高比例的保费。
相对旧金山同体量市场，这个包不算离谱，但也不是那种 startup-scrappy。他们明显是按中型科技公司的 benchmark 来的。
如果股票流动性强或者有路径能变现，那个 RSU 数字才是真的。你知道他们二级市场的情况吗？对 private company 的 offer 来说，这才是最关键的数字。
这个 offer 里的「discretionary」bonus 含金量全靠这一个词在撑。基本意思就是更接近 0-10% 而不是 15%。我会更用力谈 base，或者先把 signing 往上谈，再考虑 RSUs。
有道理。我确实没怎么费劲就把 signing 从 $20k 拉到 $30k。回头看 base 没谈够硬。
equity 谈判有弹性吗？还是 RSU 数字他们就死咬不放？替一个有竞争 offer 的朋友问的。
One part people often underestimate at L4 is the behavioral and product sense portion of the loop. Even when the role is “just SWE,” many teams use those questions to separate “can code” from “can ship” and “can be a strong teammate.” A useful structure is Context → Decision → Tradeoffs → Result → What you’d change. It forces you to show judgment, not just activity.
Two common failure modes: staying too vague (“we improved performance”) without concrete constraints, metrics, or what you did over-indexing on technical details and skipping the user impact or cross-functional coordination
Prep a few stories that cover: ambiguous requirements, a disagreement with a PM or designer, a production incident, and a time you improved something proactively.
For folks who have been through Notion’s SWE loop recently, what behavioral or “product-thinking” question surprised you the most, and how did you answer it?