Levels.fyi

Coupang's offer packages are quite competitive. Here's a $549k offer for a staff software engineer submitted on Levels.fyi. You'll notice it resembles Amazon's compensation structure very closely with some slight differences. The stock vesting schedule is backloaded, with 10% vesting in the first two years and 40% in the latter two. The first two years include heavy sign on bonuses to offset the initial vesting period. View Coupang engineer salaries here: https://lnkd.in/gBsDkYvW Coupang also made it on our list for Senior and Staff levels on our end of year report from 2023: https://lnkd.in/gg7TwwQA #salarytransparency

We are hiring for a Senior Frontend React Native Engineer! Check out the details below. #jobopening #reactnative #techjobs #remotework #careergrowth #engineering

What do you think of the state of SWE Interviewing within tech? Check out our discussion here: https://lnkd.in/gDXmeaus #SoftwareEngineering #Interviews #LeetCode #AI

Here's an out-of-band $408k offer for a new RIV-5 AI engineer hire at Rivian. Notably, their new hire stock grants are structured in spans of 2 year instead of the traditional 4 year grant. This follows the trend of many companies either front loading their stock grants or even going as narrow as initially granting one year grants to employees. I’ve posted about front-loaded vesting schedules here: https://lnkd.in/gP7-Pj55 And single year equity grants here: https://lnkd.in/gNyZZAay Super neat to see all these details including the bonus breakdown as you browse through offers on Levels.fyi (download our app!) and if you’re a company we even notify you of these market intelligence updates for companies that fall within your peer group. Competitive intelligence dossiers: https://lnkd.in/dByYUHWq Any other companies with interesting vesting schedules? Planning to write more about some of the unique ones.

Would you consider increased responsibilities for no pay if you were promised a raise at a later date? Our community had a lot of thoughts on this! Check out the discussion here: https://lnkd.in/gV5hVNSx #promotion #salary #negotiations #careergrowth

❗In a big win for workers, The Federal Trade Commission has banned non-compete agreements. “Noncompete clauses keep wages low, suppress new ideas, and rob the American economy of dynamism, including from the more than 8,500 new startups that would be created a year once noncompetes are banned,” said FTC Chair Lina M. Khan. “The FTC’s final rule to ban noncompetes will ensure Americans have the freedom to pursue a new job, start a new business, or bring a new idea to market.” Under the FTC’s new rule, existing noncompetes for the vast majority of workers will no longer be enforceable after the rule’s effective date. Check out the discussion in our community thread here! https://lnkd.in/gkuzD2XN

Levels.fyi's offer negotiation service is probably my favorite part of the business. It's a product we would dream existed before we even built it and one we're incredibly proud of today. What about it? We guarantee an offer increase or your money back 🤯. Still blows my mind that we can offer this. What's more crazy is the ROI - in Tony's case 18x in one year. I don't know of any investment (stock market, real estate, etc.) that can provide such a high upside with a money-back guarantee.

We've kept our search queries blazing fast with a p99 of under 20ms. Tanishq from our team pens a very practical guide on scaling up our search capability here at Levels.fyi using PostgreSQL. We've come a long way from using "indexOf" string matching as our client side search function. Read the full post here: https://lnkd.in/ghiRdDE4 #search #engineering

The new polls in our community have been creating some great discussion topics, including this one: Have you ever bluffed during a negotiation? Some of the responses are super interesting! https://lnkd.in/gJjau5we #salarynegotiation #recruiting #hiring #offernegotiation

Front-loaded vesting schedules have been a new trend in tech. One of the latest companies to join is Pinterest with a unique 3 year vesting schedule: Year 1: 50% Year 2: 33% Year 3: 17% They join a slew of other companies who have been experimenting around this including Uber, Google, and more recently DoorDash. Google in particular has been trying this over a number of years introducing different variations of the schedule before settling on their 4 year schedule of 38-32-20-10. These grants are typically net lower than it used to be even if the first year total matches or exceeds what it was before. The supposed purpose of these schedules is to reduce immediate RSU burn for the company. Instead of locking in a single stock price for a whole 3-4 years, companies will issue refreshers and re-price in the latter years rewarding high performers and letting non-performers either "walk" or take a hit on their compensation. #salarytransparency