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Prepare to be shocked. The majority of SWEs employed at Google in the EU (Zurich, Dublin, London) have comp packages over 150k. Note: 'comp packages'. Their sa
by morei 6y ago
Prepare to be shocked. The majority of SWEs employed at Google in the EU (Zurich, Dublin, London) have comp packages over 150k.
Note: 'comp packages'. Their salary won't always be over 150k, but when including stock and bonus, total comp will be. That's many thousands of SWEs.
If you look at advertised salaries, you won't see those numbers, because it won't include bonus/stock as those are considered 'at risk'. But considering that to not get bonus/stock you need to be on a verge of getting fired, it's not exactly a large risk.
Re 600k: It's not that uncommon. In excess of 5% of Big Tech SWEs make that sort of money.
- Scarblac 6y ago> The majority of SWEs employed at Google in the EU (Zurich, Dublin, London) have comp packages over 150k. Nitpick: of those three, only Dublin is in the EU.
- user5994461 6y ago>>> Prepare to be shocked. The majority of SWEs employed at Google in the EU (Zurich, Dublin, London) have comp packages over 150k. 1) It's factually wrong. 2) These 3 countries are paying in 3 different currencies so you might want to clarify 150k of WHAT. With an exchange rate of 1.4 in some directions it's actually quite important ^^ 3) No matter the currency, it's still factually wrong :D
- morei 6y agoDo you have a reason you believe it to be factually wrong?
- user5994461 6y agoKnowing people who worked there on lower salary. Recruiter invitations to interview there for a lower salary. If you want to be more specific, you really want to clarify the currency and the location because there is a massive disparity. The highest paying by far is Zurich, in CHF, that also happens to have the lowest exchange rate (though it's been climbing steadily over the past decade).
- morei 6y agoOk, it's mildly funny that that was enough for you to errantly declare 'factually wrong'. 1. 'salary' != 'total comp'. The bonus + stock components are substantial. 2. 'The majority' does not mean 'everyone'. There are def SWEs that have less than EUR150K as total comp, they are just the minority of all SWEs employed. 3. 'total comp' is very strongly affected by performance. High performing engineers at the same level can see a total comp twice what their lesser performing peers get. Looking at only 1 or 2 people can give a very skewed picture versus the real overall data. 4. Recruiter invitations will NOT be for total comp, only salary, because BigTech are careful to avoid any sort of implied contract or commitment for the bonus/stock portion of the comp. This creates a slightly odd dynamic where the recruiters can't talk about the real comp for the position. Given that bonus/stock is such a large fraction of comp it means that people will turn down recruiters in the mistaken belief that the comp is too low (as you apparently did?) 5. Zurich does pay a bit higher but on an absolute scale, it's nothing to do with the exchange rate. (ZRH total comp converted from francs to pounds is still likely to be a bit higher than the equiv London SWE total comp).
- user5994461 6y ago1. I considered both "salary" and "total comp", it's the same result either way. The number you gave is that far off. :p 2. If you consider L5 (senior) and above to be the majority then that might be true, but I wouldn't call that the majority. We can agree that it's meaningless to discuss comp online with no context. ;) P.S. Zurich pays more on the lower levels.
- janstice 6y agoHow much of the comp package extends beyond the first year? In my end of the woods the big stock grant only happens on hiring or special events, and after that it's salary & bonus.
- morei 6y agoThere may be a hiring bonus on top that isn't repeated, but the rest is ongoing.