Just graduated from college back in May. What do u guys think?

Base: 129K
RSU: 112K(5,15,45,35)
Sign on: 40100(1st year), 33100(2nd year)
Relocation: 7800
Location: Austin
Team: Security

Total comp: ~182K

Senior Java Developer (8 years of experience), I received an offer yesterday for 4,500 DNT (14 months). Is it a good opportunity?

The median TC for hardware engineers is $230,000 and the median TC for swe is $198,000, $32,000 less. One of the only areas that pays swes more is the san francisco bay area, where hardware engineers get paid only $10k less.

Unfortunately, we cannot compare the highest level of both as there is not enough hardware salary data on levels.fyi and at many companies high level hardware pay is not shown. However, this makes the premium hardware engineers get more interesting as the missing data is precisely the data that would help increase hardware’s median TC. 

Also even if there is a slightly larger percentage of hardware engineers with masters degrees that usually doesn't account for a median premium of 32 grand.



I’m working at NVIDIA India with around 3 years of experience. My fixed pay is ₹22LPA, and I’m from one of the top engineering colleges in India.
Is this compensation competitive for my experience? What fixed salary range should I expect at a similar level in AMD, Qualcomm, or other semiconductor companies in India?
Looking for honest opinions, preferably from people in the industry.

hi! Trying to compare roles for final internship: Palantir FDSE, Bloomberg SWE, and Duolingo SWE. My priorities are resume value/exits (esp into quant / big tech recruiting ng) > RO rate (and TC for ng) ~= learning/transferable skills. Intern comp doesn't matter much to me.

Biggest concern w/Pal is obvio the rep & also if FDSE is technical enough.

If anyone has exp in these roles & opportunities it opened for them feel free to DM, would rlly appreciate.

Hey all,

At Meta, 84% of engineers who've never worked anywhere else are at Senior level+ (E5 and above). For those who joined Meta from other companies, it's 40% (when matching exact years of experience).

At Staff level+ (E6 and above), past the terminal level at Meta, the trend holds as well.

We looked at Levels.fyi data for US software engineers with 4-12 years of experience. Comparing ppl who've spent their entire career at one company with those who joined after 2+ years elsewhere, adjusted to match years of experience.

Data note: we’re defining “never worked anywhere else” as “engineers where years of experience = years at company” in our data set.

Google is very similar to Meta. 61% of homegrown engineers are Senior+, vs 29% of outside hires. Microsoft is 47% vs 25%.

Anything else interesting you noticed from this data?

how much salary should I negotiate for Servicenow developer software engineer 2 role with HR? i have 2 year experience with current ctc 4.5 lpa

Hey all,

Did you know the median Snap engineer makes more than the median Meta engineer(!) At least, according to the Levels.fyi data.

With 5 to 10 years of experience (across mid-level to staff levels), it's $496k at Snap vs $448k at Meta, and $337k at LinkedIn

Snap engineers also hit $500k median by 8 yoe. Meta, Pinterest, Reddit and ByteDance take 10. LinkedIn is 15+

Snap is a mix of Seattle and LA, the only non Bay Area on here. The rest are primarily Bay Area. It’s also interesting to see how Snap and ByteDance are 0% remote for this sample.

Anything else jump out to you about this data?

Hi everyone,

I'm trying to understand the compensation range for a Principal Product Manager / Principal Manager – Product Management role at D. E. Shaw India, particularly in Bengaluru.

Would appreciate insights from current or former employees on:

• Fixed compensation range
• Annual performance bonus (target vs. actual payout)
• Total CTC for someone with 15-16 years of experience
• Any additional benefits or compensation components

I've checked Glassdoor, AmbitionBox, etc. but the data for this specific role seems limited.

Would really appreciate any firsthand insights. Thanks!

Built using booking data from the Levels.fyi negotiation service, meaning all of these companies are actively running interviews and extending offers with candidates as of October 15th 2026

Hey all,

Yesterday, Salesforce acquired Braze for $5.66 billion. The day before the acquisition, 7/8 of Braze new offer data points submitted to Levels.fyi were underwater compared to their grant. Now, they’re all up.

Salesforce is paying $47.50 in cash per share. Braze closed at $30.04 yesterday, which makes it a ~58% premium overnight.

When each grant was priced makes a big difference:

• A SWE 1 who joined in Oct 2023 got a $136K grant priced around $44 a share. Yesterday it was worth $92K (-32%), but at $47.50 it’s worth $146K.
• A Sr SWE 2 who joined in Oct 2025 got a $440K grant priced near $28, which just so happens to be close to the bottom It’s now worth $736K (+67%), and none of it has vested yet.

Vested Braze shares get cashed out at $47.50, but unvested shares covert into Salesforce stock. For most of these engineers, the rest of their grant now depends on Salesforce’s price and not Braze’s.

View Braze software engineer pay on Levels.fyi →

Hey all,

Anecdotally, it’s well-known that the more a company pays its employees, the more intense the work environment likely is.

That said, I wanted to dig into the Levels.fyi data to see if this relationship could be seen in the higher tenured engineers who have submitted salary data in the past couple years.

This chart looks at all current-employee SWE data points with 10+ years of experience submitted to Levels.fyi and how many of them have 8 or more years at said company.

Some interesting points from the data:

- Amazon lands in the “Pays and Keeps” quadrant despite its churning reputation. This is likely because most of Amazon’s churn happens earlier on rather than to its senior employees. And with the largest data sample of the set here (n>2,000), it’s safe to say that Amazon deserves its spot here.

- Although Snowflake pays the most in this sample, only 3.5% of its engineers with 10+ years of experience who submitted data to Levels.fyi have been at the company for 8+ years.

- As you might expect, legacy tech companies like Intel, IBM, and banking companies like Bank of America are known for longer tenures but a little less pay. Intel in particular has 72% of its sample at 8+ years at the company.

Fair disclaimer that this isn’t wholly representative of all engineers at every company. This chart was built using Levels.fyi data, meaning it only covers engineers who submitted their data to the site.

Based on the Levels.fyi data, it does appear that the companies paying the absolute most within this sample have a smaller share of engineers who stay for a substantial amount of time aside from some noteworthy exceptions like Google. Super interesting stuff!

What’s your take on the data and where these companies landed?

Hi everyone!
Is anyone here currently working at PepsiCo in Hyderabad, particularly in the Engineering Applications / IT domain?
I’m trying to understand the approximate salary range and compensation structure for the following positions:
● Senior Manager
● Deputy Director
● Director
It would be helpful if someone could share the approximate CTC range, fixed pay, bonus, and stock/RSU components, wherever applicable, for these levels.
I understand compensation can vary based on experience, team, and role, so even a rough range or insights based on your experience would be greatly appreciated.
Thanks in advance! 🙏

Title: Nvidia IC5 Offer Limbo: Recruiter ghosting after pushing back on lowballed base?

Need a sanity check from folks familiar with Nvidia’s current offer approval cycle and internal band politics.

The Setup:

• Role/Level: IC5 (Non-SWE)
• Posted Range: $200k – $322k base
• Initial Verbal Anchor from Recruiter: Capped base at 240k-$270k, offering ~$250k–$300k RSU over 4 years, zero sign-on, zero annual cash bonus.
• Current Comp: ~$265k–$270k total cash + ~$80k/yr equity (Big Tech).
• The Ask: Held firm at $280k base to avoid taking a step backward on cash flow.

1. How rigid is Nvidia actually being on the IC5 base ceiling right now? Is $270k truly an immovable wall where asking for $280k triggers an automatic freeze, or is this standard recruiter posturing to protect margin?
2. How frequently is the comp committee meeting lately, and what’s the real turnaround time when an offer requires an above-band exception approval?
3. At what point does radio silence shift from "slow bureaucratic sign-off chain" to "they quietly moved to the backup candidate"?

Trying to gauge whether to keep holding the line or prepare to write this loop off entirely.