FAANG Salary Progression: How Compensation Grows from L4 to L7 at Google, Meta, and Amazon

Google L4 to L7 Salary Progression (Software Engineers)

Google’s engineering levels range from L3 (entry-level) up to L8/L9 (distinguished engineers and executives). Here we focus on L4 through L7, which span mid-level engineers to senior staff engineers. Google compensation includes a base salary, an annual bonus (target ~15–25% of base), and Google Stock Units (GSUs) – Google’s form of RSUs (restricted stock units) that vest over four years. Google’s vesting schedule is somewhat front-loaded (about 33–38% of stock vests in year 1 and the rest over years 2–4). This means new hires get a significant chunk of their equity early on, which can boost first-year pay. Google’s total packages are known to be balanced between cash and stock.

Typical compensation for Google engineers (United States, 2025):

At Google, each promotion from L4 to L7 comes with a substantial jump in equity and modest increases in base pay. For example, going from L5 to L6 nearly doubles the stock component, which is why total compensation balloons from around $400K to $550K on average. Bonus targets also rise at higher levels (a Senior SWE might have ~15% target bonus, whereas a Staff/Senior Staff could see 20–25%).

Meta (Facebook) L4 to L7 Salary Progression (Software Engineers)

Meta (formerly Facebook) uses a similar level system for engineers, but labels them as E3, E4, E5, etc., where E3 ≈ entry level and E7 ≈ senior staff. For parity with other companies, we’ll refer to Meta E4–E7, corresponding roughly to L4–L7 in scope. Meta’s pay packages consist of base salary, a yearly performance bonus, and RSUs (stock awards). Meta is known for very aggressive equity grants, often larger than peer companies for the same level. Meta’s bonus targets are a bit lower in percentage (generally ~10%–15% of base for junior/mid-level and up to ~30% for top levels), with more emphasis on stock. Unlike Google, Meta’s standard vesting is evenly 25% per year over four years (quarterly vesting), meaning the stock is distributed more evenly.

Typical compensation for Meta (Facebook) engineers (United States, 2025):

Meta’s compensation jumps dramatically at higher levels, primarily due to stock. Notably, going from E5 to E6 can nearly double total compensation – the median E6 package is almost $950K, reflecting massive stock grants. By E7, a Senior Staff Engineer at Meta often has a 7-figure total compensation. Base salaries at Meta are competitive but not extreme – it’s the equity that really boosts pay. Meta also provides annual stock refreshers, and for high performers these can be quite large, helping total comp grow over time.

Amazon L4 to L7 Salary Progression (Software Engineers)

Amazon’s leveling works a bit differently: L4 at Amazon is typically a new grad SDE I, L5 is SDE II, L6 is Senior SDE, and L7 is Principal SDE. Amazon’s compensation formula is unique and worth understanding. Amazon historically had a capped base salary (around $160K for years, raised to ~$350K in 2022), so beyond a certain point Amazon emphasizes stock grants over base pay. Amazon also usually does not offer large annual cash bonuses – instead, they use sign-on bonuses and RSUs to make up the rest of the package. A hallmark of Amazon’s pay is the back-loaded vesting schedule: only 5% of stock vests in year 1, 15% in year 2, then 40% each in years 3 and 4. This means initial years are propped up by sign-on bonuses while big chunks of equity come later.

Typical compensation for Amazon engineers (United States, 2025):

Amazon’s compensation strategy results in a lower base salary but higher potential stock upside at senior levels. For example, at L7 (Principal), base salaries often hit the cap (around $270K in our table) and stock comprises the majority of the package (~$380K/year in stock for a $660K total). By comparison, Google L7 had a higher base ($280K) but slightly less stock annually for a similar total. Amazon rewards loyalty with the back-weighted stock – a Principal SDE who stays all four years and continues to get refreshers can cross well into seven-figure total compensation as stock grows.

Key Differences in Compensation Structure (Google vs Meta vs Amazon)

All three companies offer top-of-market pay, but the mix of pay and the way it’s delivered differ:

• Base Salary vs Stock Emphasis: Google and Meta tend to offer higher base salaries than Amazon for a given level. Amazon, however, historically capped base pay and compensates with stock and sign-on bonuses. Thus, at senior levels Google might pay a higher base, while Amazon will instead grant more stock. Meta often offers the most stock of all – it’s not uncommon for Meta’s equity grants to be larger than Google’s by 20–30% for equivalent roles.

• Bonus Structure: Both Google and Meta provide substantial annual performance bonuses (commonly ~15% of base). Amazon, on the other hand, has minimal annual bonuses – instead, Amazon uses fixed sign-on bonus amounts in the first 1–2 years and relies on stock growth for upside.

• Equity Vesting Schedules: The cadence of vesting differs:

  • Google: Front-loaded vesting – approximately 33–38% in year 1, then ~32% year 2, ~20% year 3, ~10% year 4.

  • Meta: Even vesting 25% per year (with quarterly distribution).

  • Amazon: Heavily back-loaded: 5% – 15% – 40% – 40% by year.

• Pay Growth with Promotions: At all companies, climbing from mid-level to senior to staff yields large jumps in total pay – but Meta’s jumps are the largest in absolute dollars, especially from Senior (E5) to Staff (E6), due to how much stock increases. Google’s increases are also significant but a bit more incremental. Amazon’s jumps rely on getting much more stock at L6 and L7; however, Amazon’s base often plateaus once you hit the cap, so future raises come mostly through more stock.

• Refreshers and Raises: All three offer stock refresher grants to high performers annually. Meta is known to give very generous refreshers to top performers (which can keep total comp at E6/E7 extremely high year after year). Google also provides refreshers, though some report they are a bit smaller on average than Meta’s. Amazon’s refreshers are typically tied to annual review, and since initial grants vest so unevenly, refreshers are crucial by year 3 to sustain income into years 5+.

In summary, Google offers a balanced package (high base + good bonus + solid equity) with front-loaded stock, Meta skews toward huge equity (and thus higher upside, especially at senior levels) with substantial if slightly lower-percentage cash components, and Amazon offers a different structure with lower base, minimal bonus, but potentially very large stock payouts if you stay long enough.

How Responsibilities and Compensation Evolve from L4 to L7

• Mid-Level Engineer (L4 / E4 / SDE II): Independent contributor implementing features; comp ~$200K–$300K.

• Senior Engineer (L5 / E5 / Amazon L6 Senior SDE): Leads projects, mentors juniors; comp ~$400K–$500K+.

• Staff Engineer (L6 / E6 / Amazon L7 Principal): Technical leader, cross-team influence; comp ~$550K–$950K depending on company.

• Senior Staff / Principal Engineer (L7 / E7): Elite ICs, driving strategy; comp $700K–$1M+.

Tips for Negotiating FAANG Offers at Higher Levels

• Do Market Research: Benchmark pay using Levels.fyi, Blind, Glassdoor.

• Leverage Competing Offers: Use other offers to push for top of band.

• Negotiate Total Compensation: Focus on total comp, not just base.

• Be Clear About Priorities: Communicate if you prefer more base vs equity.

• Aim for Top of Band: Justify with your experience and value.

• Understand Constraints: Amazon limited on base, but flexible on stock/sign-on; Google/Meta can flex on equity.

Note: Figures are estimates based on 2025 market data. Actual offers vary by role, location, performance, and company stock price. Always use the latest data and consult multiple sources before negotiating.