Google now Alphabet hires a lot of engineers every year. There are articles out there about the interview process and how to prepareand I do definitely recommend spending time in preparation.
Google interviews for software engineers mostly do not focus on the candidate's resume or prior experience, instead asking technical questions on various topics and coding. You'll do better if you mentally refresh topics in computer science which you have not recently worked with. This post focuses on a different area: how to evaluate an engineering job offer from Alphabet. The financial aspects will presumably be clear enough, but the career aspects of the offer may not be.
This post will attempt to explain what Google's engineering career progression looks like. There are two concepts: ladder and level. The ladder defines the role you are expected to do, like manager or engineer or salesperson, while the level is how senior you are in that role. Like many Tech companies, Google has parallel tracks for people who wish to primarily be individual contributors and for people who wish to primarily be managers. Google does allow people on the SWE ladder to manage reports, and allows people on the Manager ladder to make technical contributions.
The difference is in how performance is evaluated. People on one ladder veering too far out of the guidance for that ladder will be encouraged to switch to the other, as performance evaluations will begin to suffer. Most external hiring for software engineers is for L4 through L6, with L7 also possible though less common.
Also notable is that the external hiring process and the internal promotion process are entirely separate, and at this point have diverged substantially in their calibration. It is fair to say that Alphabet substantially undervalues experience outside of the company, or perhaps overvalues experience within the company. Someone with ten years experience externally would be hired at L5 or L6, while ten years within the company can make it to L7 or L8.
When hiring managers externally, L5 through Director is most common. Above Director is rare and generally only happens with the sponsorship of a high level executive. However where SWE hiring essentially tops out at L9, manager hires can come in at almost any level given sufficient sponsorship.
There is also an SRE Manager ladder. If originally hired as an SRE, they can also generally switch back if they choose to to do in the future. As such, recruiter claims that it is just like being a SWE are not accurate.
The recruiter just has an SETI role to fill. Only accept an SETI role if automated testing and continuous software improvement are really passions. Projects listing SETI openings will be less numerous than SWE, though will often be more focussed on automation and quality improvement.
Being on the SETI ladder will therefore be slightly limiting in choice of projects for internal mobility. Software Engineer Ladder The levels are: SWE-I Level 2 is a software engineering intern, expected to be in the junior or senior year of a four year degree program.
An L3 SWE is generally someone who recently graduated with an undergraduate or Master's degree, or equivalent education. Senior Software Engineer Level 5 is the level where a software engineer is expected to be primarily autonomous: capable of being given tasks without excessive detail, and being able to figure out what to do and then do it. A software engineer advances to L5 primarily by demonstrating impact on tasks of sufficient difficulty. When hiring externally, six to ten years of experience is generally expected.
Staff Software Engineer Level 6 is the level where leadership increasingly becomes the primary criteria by which performance is judged.
Many, though by no means all, SWEs begin managing a team of engineers by this point in their career. When hiring externally, ten or more years of experience are generally expected. Guidance for years of experience begins to break down at this level, as most candidates with ten or more years experience will be hired at Level 6 unless there is a strong reason to offer a higher level.
Involvement of the hiring manager or strong pushback by the candidate can sometimes push the offer to Level 7.For You. Start Salary Survey. Salary Research. By Company. Salary Negotiation Guide.
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Upload your resume. Sign in. Google Product Manager yearly salaries in the United States Salary estimated from 45 employees, users, and past and present job advertisements on Indeed in the past 36 months.
Average salary. Most Reported. Compare all Product Manager salaries in the United States. Share Facebook Twitter Copy link. Job openings matching Product Manager in Google. Product Technology Managers are focused on improving the serviceability of products through evaluation of product readiness, identifying gaps, and consolidating… See all jobs matching Product Manager in Google. Was this review helpful?
Had an interesting time. Great place to work if you are a software engineer. Just like any other large company if you are not. The benefits are great but don't make up for some of the poor management practices.
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See more related careers. New York, NY. San Francisco, CA.With the right planning, your decisions about salary, bonuses, insurance, and time off will work together to win over candidates, boost job offer acceptance ratesand improve employee retention.
Without it, your compensation package risks becoming a major hiring hurdle. Whether you're recruiting for a brand new role or reviewing an existing position, there are three simple steps you can use to determine the right salary for the position. The right salary for a given role will balance fair pay with your company budget. It will be tailored to the experience and skill set of your candidates and will reinforce your company culture in the process.
Most important of all, it will cement a candidate's interest in your company and make it easy for them to accept your offer. Thankfully, hitting those goals doesn't need to be complicated. Every salary should fall within a competitive range—neither too low to appeal to the right candidates nor too high to strain your hiring budget.
How Google decides how much you'll make working there
Some companies base their compensation decisions on a candidate's current salary, but this is a poor benchmark for determining their future salary: it worsens the gender pay gapand in some states it's even illegal. Instead, it's better to use the market salary for a given role—the average rate other companies currently pay for similar work—as the starting point for your salary decisions. Free market data from the U. Bureau of Labor Statistics. Data from salary aggregators like Salary.
When looking for data, compare job descriptions, not job titles. For unusual roles where market data is less readily available, use your own internal salary data. If you already have employees performing a similar role, you can use the median of their current salaries as your starting point. Market data will typically span a range of acceptable salaries, and it's up to you to determine how you position your salary versus the market rate. Ultimately, this comes down to your company's compensation philosophy: the values and attitudes you want your compensation package to reflect.
In the simplest approach to compensation, many companies use the 50th percentile of the market range as their starting point. Others use their salary structure to reward different goals, adopting the following:. Tenure-based compensationrewarding employees based on how long they've been in the role.
Responsibility-based compensationrewarding employees according to the level of responsibility they take on. Your salary decisions can also be shaped to the strengths and weaknesses of your business. Once you've settled on the role's base pay, setting pay ranges can provide extra flexibility to cater to individual candidates.
For example, employees in the same role—say, graphic designers—might have different levels of experience and merit slightly different annual salaries. Setting a salary range for a role—like the three tiers above—allows you to adjust individual compensation in a fair and systematic way. As the image below shows, base salary is only a part of a role's total compensation. In some cases, a lower salary can be compensated for with a benefits package, including other forms of remuneration, such as bonuses and equity.
Each of these elements contributes to the total value of your compensation package, influencing the desirability of your role and the perception of your company's priorities. There's no right or wrong way to structure your compensation package; you simply need to choose a combination of benefits that fit the needs of your employees and your company culture. Bonuses are sometimes offered as additional monetary incentives. These can be discretionary or nondiscretionary—either paid as and when the employer deems it appropriate—or specifically incorporated into a contract and paid out in the event of achieving certain milestones.
Health insurance is a key part of most compensation packages and in some instances is mandated by law. In addition to health insurance plans, some companies also choose to offer extra insurance coverage, including:. Other forms of health care benefits are growing more popular, including gym memberships and stipends for exercise classes.
Time away from work is another key part of your compensation package.Google, Inc. Salaries at Google, Inc.
For You. Start Salary Survey. Salary Research. By Company. Salary Negotiation Guide. Career Advice. For Your Business. Get a Demo. Price a Job for Free. Compensation Software. Insight Lab. Compensation Advice. Comp Communication. Compensation Research. Comp Best Practices. Original PayScale Research. College Salary Report.
Google L6 offer.
United States. Average Google, Inc. Salary Show Hourly Rate. Bonus Reviews Benefits. What am I worth? Software Engineer.For example, Google needs lots and lots of experienced software developers, and the supply of generalist software developers available to hire is pretty strong.
Man or myth: The $3 million Google engineer
So Google will offer competitive salaries with some room to negotiate to get quality software developers in the door. So Google makes very, very strong offers to machine learning experts and data scientists and has lots of room to negotiate those offers to get the right candidates. The bottom line is that if you have a job offer from Google in a technical role, you likely have room to negotiate, and may have substantial negotiation leverage depending on your specialty.
Once you actually get through the Google interview gauntlet, you may receive a job offer. They may also include other components like a Target Bonus, and they may even share an estimated value of other perks that Google employees get. As with most job offers, this is the stable, predictable component that you can use to pay your mortgage or car payment. In my experience, Google will move on base salary, but not very much.
So your Target Bonus is nice to know, but not very useful for negotiation purposes. It helps make the Total Compensation number larger and does give you a sense of a nice annual windfall that may come your way if things go well at Google. For Google and most of the other big public tech companies I tend to model equity as more or less fungible with base salary since the value of that equity is public and the company fundamentals appear to be pretty strong.
But for a company like Google, the market risk for equity is very similar to the market risk for your base salary. If things suddenly get very bad for Google, their stock would probably drop, but the bigger problem could be that your job might be in jeopardy. Potentially very flexible. This is their most used bargaining chip.
Depending on the candidate, position, and other factors, they may be willing to improve the equity component of the offer significantly during the negotiation. Some of my clients have more than doubled their equity during their negotiation. Sometimes the equity component of the offer will be larger than the base salary component when we finish negotiating.
I like to think of the sign-on bonus as a way to help bridge the gap between your first paycheck and your first RSU vesting date. Moderately flexible. They will often use this as a sweetener to close the deal. Five-figure improvements in sign-on bonus are pretty common.
I recommend focusing on base salary and equity before negotiating sign-on bonus. Do not tell them your current salary. If you do, the base salary component of your job offer will probably be slightly above your current salary and it will be challenging to negotiate a substantial increase once they make your job offer.
They will also usually ask for your salary expectations. That request will sound something like this:. Do not tell them your salary expectations because you will essentially be guessing what they might pay someone with your skillset and experience to do the job they need done. You will practically always guess wrong and cost yourself money later on. Google will hold on tight to these numbers and it can be very, very challenging to get them to move once they know what they are aiming for.
So avoid sharing that information if at all possible. So, in my experience, this is a bluff. For a deep dive on how to avoid sharing your current or expected salary when asked, see this guide:. They will often respond to a request for a higher base salary by moving slightly or not at all on base salary, while suggesting a significantly better equity or sign-on bonus component.
I'm Josh Doody, a professional salary negotiation coach who helps experienced Software Developers negotiate job offers from big tech companies. However, there's a lot of things that went into that email.
Where do we want to pressure them? Which dimensions do we want to go on? It was knowing the correct things to ask for cash or equityknowing the correct amount to ask for, and knowing how to come up with a narrative around why they should try to reach my number.Please help me evaluate if this is a good offer or if there is any wiggle room.
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Telecom Auto Health Aviation. My Company My Industry. Polls Keywords Customize Interests. Salary Comparison Find Your Colleagues. Home Compensation. Google L6 offer. Xilinx xjsyg1. Feb 15, 37 Comments. Feb 15, 17 0.
SmartThings smartpm. Feb 15, 14 2. Adobe pYme Uber Ucoin. Leidos hobknob. How much more is enough for you? Quote from Steph Curry: "never count another man's money" - if you make more or less than someone else, does it really matter? Feb 15, 3 2. How would u know the fair market value otherwise. Trust the dealership?
Easy for wealthy individuals to come up with a kick ass one liners. It doesn't looking like you're shopping around but more like you're looking for community approval. If you're happy with the offer, then it doesn't matter what anyone else says.
Since you didn't answer to my first question, I don't think any amount will make you truly happy unless Blinders day you have a great offer. Facebook xkbvc. It is a reasonably strong offer, hard to beat without getting competing offer from selective competitors. Feb 15, 7 0. Amazon barista. Feb 15, 1 4. Thanks for sharing. Congrats on your offer.
Feb 15, 4 0. Tesla Prjejwg. Feb 15, 3 4.