How much does a Google Technical Program Manager 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 Google TPM levels. There is also a bonus section at the bottom with info on negotiating Google TPM offers.
2022 Top of Band Numbers
Base Salary
$165K
Equity (4 years)
$350K
Signing Bonus
$20K
Performance Bonus
15%
2022 Top of Band Numbers
Base Salary
$185K
Equity (4 years)
$450K
Signing Bonus
$40K
Performance Bonus
15%
2022 Top of Band Numbers
Base Salary
$215K
Equity (4 years)
$650K
Signing Bonus
$50K
Performance Bonus
20%
2022 Top of Band Numbers
Base Salary
$265K
Equity (4 years)
$1M
Signing Bonus
$70K
Performance Bonus
25%
So now you've got the compensation data, are you ready to negotiate? Not quite.
First off, comp data is constantly changing. 2022 numbers are higher than the 2021 numbers listed above, and it’s critical to know the full range for each component to optimize your negotiation. 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 Google recruiter that you read online that top of band is $X and that 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 Google 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.
If you are lucky enough to have a competing offer with numbers above top of band, Google negotiations are often still tough. Google has tons of situation specific rules. For example, if you are negotiating a Google Bay Area TPM offer and have a higher offer from Facebook Seattle, we've seen Google recruiters refuse to match that because of "location". That is of course a ridiculous excuse since the Bay Area is a higher paying market, but you need to be prepared to handle these situations. Google will also refuse to match private company equity (e.g. TikTok) and apply a 25% discount. We've seen this derail negotiation plans. And of course most people have heard of their requirement to see competing offers in writing, which is possible to avoid if you follow the right steps. The Google compensation team is essentially a black box, however, with enough testing you can start to piece together what inputs can reliably be turned into a specific output.
L3 (Entry Level)
L4
L5 (Senior TPM)
L6 (IC / TPM Manager)
L7
L8 (TPM Director)
L4
L5
L6
Between L6 and L7
Senior L7
L8
Google's levelling system is the industry benchmark, but there are a lot of other models. Facebook uses the same system with different names (e.g. IC3/E3/L3 are all the same) and so do many other companies (DoorDash, Databricks, etc.). Above you can see that Amazon has taken a slightly different approach. This can easily lead to confusion when interviewing. For Google levels L5 and below, Amazon uses an inflated +1 level system (i.e. Amazon L6 = Google L5). So, if you have an Amazon L5 TPM offer and are expecting a Google L5 TPM offer, it would be a bad idea to tell your recruiter that you received an Amazon L5 offer. However, this rule starts to break at more senior levels with Amazon L7 being much closer in compensation and scope to a Google L7 position. The 3 other main systems are: 1) Microsoft where 64 = Google L5 2) Apple where ICT4 is slightly more junior than Google L5 3) Stripe/Robinhood/etc. where L3/IC3 = Google 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.