We've negotiated many Plaid offers this year. Don't leave $100K+ on the table.
Plaid has historically been open to negotiating, but we have a few recent data points indicating they are tightening budgets due to the current market conditions. It's still extremely important to negotiate or you will leave money on the table. You should just know that it's now going to be harder and require a better negotiation.
- Base Salary
- Plaid Equity Package (vests over 4 years)
- Sign on Bonus
- Plaid Stock Refreshers
Plaid offers RSUs (not options) in its equity package. This is less common for companies that haven’t gone public yet. Though we have seen some companies like TikTok, Airtable, and Databricks do this.
Plaid does not offer performance-based cash bonuses. They do have a stock refresher program, though it's not comparable to the big tech companies. At Plaid, most levels won't receive stock refreshers for "Meets Expectations" - refreshers are reserved for top performers and promotions. However, they do offer tenure-based refreshers to retain experienced employees. These are 2 year grants that start vesting after year 4.
Plaid is a remote-friendly and is very open to hiring for 100% remote roles. That said, there are still some positions that require in-person work.
In terms of remote pay bands, Plaid discounts on the basis of location, which is pretty common in the industry. For instance, if you are based in a low cost of living area such as Salt Lake City (a major Plaid location), your comp bands will be lower than someone in the same position in a high cost of living city like San Francisco.
Plaid has been pretty aggressive about hiring remotely so there aren't many situations where you will be required to move. However, if you are in one of those unique positions where moving is necessary, you should push for a $10k+ relocation package and corporate housing stipends.
At many tech companies, the most negotiable component is equity, and that happens to be the case at Plaid as well. Equity negotiations are particularly important right now as its $13B valuation is very high relative to public market valuations. The next most negotiable component is base salary as signing bonuses are smaller at Plaid vs many other top paying companies.
Plaid does not require written offers in most cases, but they might ask for other details like location, offer breakdown, and level.
Plaid is rarely willing to go above band even when presented with a strong competing offer. There are some tactics that can increase your odds, but the goal of a well executed Plaid negotiation should be to secure a top of band offer.
Your hiring manager can impact your negotiation. It's definitely worth trying to build a positive relationship with both your HM and recruiter.
The hiring process at Plaid typically has four stages: first interview round, second interview round, onsite, and offer stage. There may be a few changes in the process depending on the role, but this is the general format.
Brex has a unique structure where they let employees choose the breakdown of their compensation. So for comparison, we will be looking at total compensation numbers. In 2021, E5 software engineer top of band at Plaid was $450k per year and at Brex it was $460k per year.
While negotiating at Plaid, you really should focus on base pay, equity, and signing bonus. They have a fairly standard suite of benefits though Plaid does not have a 401K match program at the moment. Negotiating benefits rarely works in our experience.
E2
E3
E4
E5
E6
E7
E8
Equivalent Level at Google
L3
L3
L4
L5
L6
Between L6 and L7
Between L7 and L8
Our Clients Love Rora
Coming from a non-FAANG background, I was shocked to find out how much I could be earning. Before I signed up with Rora, I made the mistake of telling Amazon my current compensation. Thankfully, Rora knew exactly how to fix it and ended up getting me an offer that was 2.3X what I previously made and more than $600K higher than Amazon’s initial offer!
Through several weeks of interviews, Ganesh was always available to make sure I knew what to say for each conversation. I interviewed with start ups, Google, Facebook and Amazon and was really impressed that Rora knew the comp ranges and were able to give me tailored advice for each – even the start ups.
There ended up being two particularly complex moments in my negotiation. One of the start-ups I had a personal relationship with and I wasn’t sure how it would affect the negotiation. I like that there was a focus on my individual circumstances and that they were leveraged to get me a higher offer. The other situation is that Amazon made a mistake on my written offer and initially wouldn’t rectify it. Ganesh was able to guide me through a challenging conversation to get it resolved.
Thanks to Wilson and the team at Rora I got a ~$250K increase on my remote Facebook offer! I was initially worried I wouldn’t have much leverage because Facebook reached out to me, and I wasn’t interviewing anywhere else. Rora introduced me to an Amazon L7 recruiter and helped me get that process started. I didn’t even end up needing to finish the Amazon interviews, since we were able to use some early compensation conversations to justify our numbers to Facebook.
At one point I was also considering pushing for an E7 role, and they wrote up a great script for me to broach the subject with my recruiter. She ended up giving me the option to do an additional interview to be considered for the higher-level position.
The whole process was very smooth, and I wouldn’t hesitate to use the service for any future negotiations. I found the regular calls with Wilson where we walked through strategy and discussed the scripts to be extremely helpful. Not only did it help with this negotiation, but I also learned a lot of useful negotiation tactics that I’ve already started to use in other situations.
As an engineering leader with decades of experience and having now gone through the negotiation with the team at Rora, the only thing I can say is — get the help. Whether you realize you need it, or even if you think you don’t. Just because you have done well in engineering doesn't mean that you understand the tactics and limits of the recruiting process.
Rora helped me get a $200K increase on my original Facebook offer without any competing offers. It was clear that Rora was deeply familiar with Facebook's negotiation playbook. I’d honestly give the experience an 11/10.
In addition, Rora guided me on how to get the position switched to a revised remote role which was a huge deal at a personal level. They showed me how to redirect FB’s questions so that I could explore the possibility of not relocating, without ever having to say no to my original offer.
This is my first FAANG role and I'm so happy I worked with Rora (thanks again Annie!) for the negotiation. My goal was to increase my Google offer, but I was in a tricky situation where I only had 1 other interview (no offer yet) at a small startup. With their guidance, I managed to get a $240K increase on my Google offer, despite Google's policy of requiring cross offers in writing to justify an increase.
The mock negotiations were a big part of why I was able to get this increase. Going into the negotiation, I assumed the key factor was what to say but I quickly learned that how you say it is equally if not more important. This was clear when over the course of the call"no" turned into "I'll see what I can do" and eventually"I think we can make this work". A big part of this was also having someone with me on the calls to provide real time guidance. This took a lot of the stress out of the situation. I can't recommend this team highly enough!
After receiving several job offers, I needed to make a decision within a few days. I wanted to make sure I was getting the best offer possible, so I decided to use Rora. I was very pleased with their service. My coach, Sameer, was well prepared and had information about what compensation increases were likely possible. He provided detailed scripts covering a range of scenarios, and he did practice negotiations with me that helped me feel confident when I had the actual conversations.
With his help I was able to increase one offer by $45k per year plus get a $50k signing bonus and then use that to increase my offer from Square, which was my first choice. All throughout he was very responsive as I was dealing with some tight deadlines and looking to wrap things up quickly. Rora's fee was only a tiny fraction of the increase they helped me negotiate, and even though they would have made more money if I had taken the highest offer, Sameer always put my goals first and never pressured me to do so. I highly recommend Rora!
My friend introduced me to Rora and I’m so glad they did. I initially did some calculations to see if working with them would be worth it - my final increase ended up being ~3x higher than what I had estimated to be possible!
Their data is much more accurate than anything I found online. Without Sameer's guidance, I would have never known (and would have probably been too nervous) to ask for >$800K for anAmazon L7 offer. Of course, it's not just not enough to throw out a big number, you also need to be able to justify it. Sameer guided me through negotiating an up-level at another company, which I didn’t even know was possible at my level. With their scripts, I was able to leverage my competing offer to get exec approval for my Amazon offer. They also knew all the tricks Amazon would play (e.g., assuming 15% stock appreciation) and exactly how to counter them.
My total 4-year compensation increased by $570K. I don't think I've ever had a higher ROI – I’m very thankful that this service exists!
Plaid
has a unique set of negotiation policies. If you don’t have experience negotiating with them, you risk losing out on large amounts of money because of very small mistakes.
There are many of these rules you need to know to get the highest
Plaid
offer possible