How much does an Amazon Software Engineer make? Well, there are lots of, shall we say “speculative” answers to this question online. The goal of this page is to cut through the noise and provide the real data based on our experience with 100s of tech negotiations and 1000s of submitted offers. Below, we’ve listed the top of band compensation for multiple Amazon Software Engineer levels. There is also a bonus section at the bottom with info on negotiating Amazon SWE offers.
2021 Top of Band Numbers
Base Salary
$185K
Equity (4 years)
$440K
Yr 1 Signing Bonus
$200K
Yr 2 Signing Bonus
$150K
2021 Top of Band Numbers
Base Salary
$185K
Equity (4 years)
$700K
Yr 1 Signing Bonus
$380K
Yr 2 Signing Bonus
$245K
2021 Top of Band Numbers
Base Salary
$185K
Equity (4 years)
$1.2M
Yr 1 Signing Bonus
$600K
Yr 2 Signing Bonus
$450K
So now you've got the comp data, are you ready to negotiate? Not quite.
First off, comp data is constantly changing and Amazon made significant modifications to its compensation approach in 2022. Early 2022 numbers are already coming in higher than the 2021 numbers listed above, and it’s critical to know the full range for each component to optimize your negotiation. Amazon also fundamentally changed how they structure offers with the removal of their artificially low base salary caps. But even more than that, many people think knowing the compensation data is the most important part of a negotiation, but it’s not. You can go tell your Amazon recruiter that you read online the top of band is $X and you want that number, but in 90% of cases that won’t work. So what will?
Companies negotiate when they believe you won’t accept their offer. But, since you just finished a long and arduous interview process with them, they know you are likely to accept the job unless you have higher competing offers from other great companies.
This means you need to create leverage and make it believable that you are considering other options but would prefer Amazon if the compensation is comparable. This sounds easy but quickly becomes challenging if you don’t have other offers or if your other offers aren’t higher than the top of band comp numbers you are targeting.
Assuming you do have a higher competing offer (i.e. above your top of band target) from another good company, the negotiation can still be surprisingly difficult. Amazon has many unusual policies. For example, they by default assume 15% stock appreciation in their offers - though they don't openly disclose it. This means they will claim to have "matched" a competing offer when in fact their offer is much lower. There are multiple rules like this at Amazon, and the strategies that we've found work best to get around them are often not intuitive. In our experience, Amazon's comp team operates like a bureaucracy where through trial and error you can figure out how to reliably turn specific pieces of information (inputs) into your target output.
L4 (SDE I)
L5 (SDE II)
L6 (Senior SDE)
L7 (Principal SDE / Senior SDM)
L8 (Director)
L3
L4
L5
Between L6 and L7
L8
Amazon does not follow industry standards when it comes to levelling, though to be fair many companies take a unique approach. We'd recommend using Google levels as the benchmark. Other companies like Facebook, DoorDash, etc. use the Google system just with different names (e.g. IC5/L5/E5 are the same at those companies). Amazon inflates levels by +1 for more junior levels (e.g. Amazon L4 = Google L3, both are entry level positions). However, this trend breaks at Amazon L7, which is closer to Google L7 than Google L6 in terms of compensation and scope. The 3 other main levelling systems to be aware of are: 1) Microsoft where 65 = Amazon L6 2) Apple where ICT4 is in between Amazon L5 and L6 3) Stripe/Robinhood/etc. where L2/IC2 = Amazon L5.
Step 1 is defining the strategy, which often starts by helping you create leverage for your negotiation (e.g. setting up conversations with FAANG recruiters).
Step 2 we decide on anchor numbers and target numbers with the goal of securing a top of band offer, based on our internal verified data sets.
Step 3 we create custom scripts for each of your calls, practice multiple 1:1 mock negotiations, and join your recruiter calls to guide you via chat.