Google Compensation

Google Compensation
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/ jeffhsipe
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0:00 - Intro
0:50 - Stock Shift
2:46 - Current Compensation
4:08 - Salary Ranges
5:23 - Stock or Sign On
6:20 - Best & Final
7:04 - Line of Candidates
7:57 - Unique Stock Vest
8:35 - OTE
9:28 - Bonus Material
Other videos referenced as cards in this video:
9:44 - Salary Expectations - • What Are Your Salary E...
Additional Videos that might help:
Negotiating a New Offer - • How to Negotiate a New...
It's Okay to Push Your Job Offer - • Job Offer Deadline - I...
Never Accept a Counter Offer - • Never Accept a Counter...
Call to Decline Your Offer - • How to Decline a Job O...
Pay Raise - • Pay Raise - Simple Ste...
Promotion Conversation - • How to Ask for a Promo...
Social Media:
LinkedIn - / jeffhsipe
THANK YOU!

[@jeffhsipepi]

I just wanted to add an update, the most common stock vest in 2024 is 38%, 32%, 20%, 10% over four years of your original stock vest.

[@kchd96]

Great stuff Jeff. Currently in onstage interview process so hoping for the best. Your videos have been immensely helpful!

[@jeffhsipepi]

kchd96, thank you for the positive feedback and good luck!!

[@kchd96]

@@jeffhsipepi update got the job. All thanks to your help!

[@jeffhsipepi]

Hi everyone, I hope this video helps provide additional clarity/insight into a few 2021 Google specific compensation items, and how to best position yourself for a strong offer!

[@Internetgeopardy]

It does. Thanks! Mary Long

[@basavarajsatanur5897]

Hi Jeff, Thanks for all your inputs on G&L round. I loved your content and you know what I made it to Google last week. :-) Thanks heaps again.

[@jeffhsipepi]

basavaraj satanur, AMAZING, CONGRATS!!!!!😬😀😬

[@MayureshKadu]

Great stuff, Jeff. Really useful! Can I please suggest you consider adding in a section specific to those of us in EMEA? This is the first video where I've even heard the EMEA mentioned. Also, some of the terms (e.g. setting the "anchor high" ..) do not sound familiar - atleast to me. Not everyone who watch your videos are from the US - as hopefully your own stats will have shown you. Thanks!

[@jeffhsipepi]

Mayuresh, the methodologies are consistent regardless of market, keeping in mind that in EMEA asking for current compensation is legal is some countries. So overall, my recommendations are not different for EMEA vs US and we coach clients in EMEA and APAC on a weekly basis. Setting the anchor high is all about science, our brains are unable to un-attach from the initial number that is introduced, so this helps us in the negotiation process. I hope this helps!

[@resortpoint]

Good stuff Jeff! Subscribed.

[@jeffhsipepi]

resortpoint, woohoo!

[@nickernst2252]

hey Jeff! I just received an offer from Google after 4 interviews, and your videos allowed me to score highly in all of them! I even used your tactics to negotiate more equity value in my offer! Thank you for making this information available for anyone who needs it (like me)

[@jeffhsipepi]

Nick, AMAZING, CONGRATS!!!!!!!!!! I am so glad you found my content helpful and I wish you the best of luck at Google! 😁

[@christophercraftchr7906]

Very good video. I can apply this knowledge to all my interviews moving forward.

[@jeffhsipepi]

Christopher, glad this video helped!

[@devyanirao8619]

Hi Jeff, I recently accepted my offer at Google & I want to thankyou for all the content that you have put up. It really helped me preparing well for all the different stages & gave me a very good overview of the thought process that should go into the preparation. I would recommend your content to all people who are planning to apply for new roles. Thanks again & keep up the good work!

[@jeffhsipepi]

devyani, AMAZING, CONGRATS!!!!!! Good luck!!

[@AFCAT-dk7po]

Hey can you please share your experience

[@tyler_russell]

This was great info. I used it today in my discussion with my recruiter! Thanks.

[@jeffhsipepi]

Tyler, amazing, good luck!!

[@tyler_russell]

@@jeffhsipepi crossing fingers...Google is my unicorn 🦄

[@serenehu5001]

thank you Jeff! i've been enjoying watching your videos! Do you still suggest holding off providing expected package after recruiter already shares the pay range for the role? how would you suggest navigating that conversation when recruiter keep pressing for expected package?

[@jeffhsipepi]

Serene, for a long time I wanted them to lead, then I thought it was better to anchor first, but at this point, I am indifferent. You will always anchor high, regardless of whether they go first or you go first. If they keep pressing, you continue to be kind and simply say I want to see the entire process through before providing my numbers, just continue to be nice when you push back.

[@muhammadsalmansanaullah102]

Amazing effort and great information Jeff! God BLESS you for all the effort! I am interviewing for Global Process Manager. I have 20yrs of IT experience and completing my MBA in August ‘22. I have been told there are 3 rounds of interview. Previously i was interviewed for a BSA but it died out for the position was filled. My humble inquiry is that what L level I should expect or request for and any estimated numbers because I cant find any info in the roles regard online. Any input will b highly appreciated!! Thanks again.

[@jeffhsipepi]

Muhammad, check out the video I did yesterday - kzbin.info/www/bejne/eZ2tdISoerRggLs

[@murthyr1413]

Great videos, Jeff !! Your content has been immensely helpful to me. Question: I am interviewing for ASIC TPM in India and have 20 years of experience. Which level should I be considered at - L6 or L7?

[@jeffhsipepi]

Murthy, they should target L7 with the opportunity to down level to L6, but the starting point should be L7 if most of your experience is relevant to the role, good luck!

[@ashutoshbang5836]

Great video, keep up the good work :)

[@jeffhsipepi]

Ashutosh, thanks for the positive feedback!

[@irynahalubkova]

Hi Jeff, Thank you so much for this video - I find it very helpful to get some clarity how Google compensation is structured. Might be you could provide me with the additional advice on the following situation: All interviews are completed and a recruiter mentioned on a call that the compensation negotiation is a different parallel process and that for this position, the base is form X1 to Y1 (max)+ X2 to Y2 range for bonus and with the stock options a full package is Z (max and final). But if it is a competing offer on hands, they might move a final up a bit ( was not actively hunting for a job; so, no other offers). The description of the position and responsibilities are clear but the level is not ( i assume they told it soon). It's a new position due to a growth (entering new market) that have been open for some months and a Google team would prefer to close it ASAP. In this situation, where could be possible to try to stretch them on compensation a bit? You mentioned to try to suggest extra 15% or so - is it of total, stock or should I focus on something else? Thank you in advance.

[@jeffhsipepi]

Iryna, no matter what they say, you should always negotiate. Base, equity, and sign on are negotiable, but the bonus is not. The item that has the most flexibility to negotiate is equity, good luck!

[@irynahalubkova]

@@jeffhsipepi Thank you, Jeff

[@weidongshen895]

Hi Jeff. Thanks so much for your video. They are very helpful. Quick question, typically in your video, the TC number you've been mentioning about is 1st year or 4 year average? Which one shall we use for anchoring & negotiating?

[@jeffhsipepi]

Weidong Shen, for Google always anchor one year one comp, they do not recognize the four year average!

[@Paladinproductions1]

Hey Jeff, great video as always! Quick question. After your interviews but before HC (assuming you get positive feedback), if your recruiter is really pressuring you for numbers… is it still a good idea to hold out? Sometimes it’s challenging to judge how far into the process you can safely go without providing numbers. I’ve heard of recruiters posing as advocates for the candidates and acting like they’re someone you can trust to share numbers with. Thanks for any insight!

[@jeffhsipepi]

Paladinproductions1, hold off until after HC, when they want to hire you, it is easier to set the anchor high. You can go all the way to the end without providing numbers, but you will get a ton of pushback. Never go in with numbers until after you are HC approved or at the end of the process. I hope this helps!

[@Paladinproductions1]

@@jeffhsipepi Thank you for responding! Have a great week.

[@kingpinsf]

Hi, Jeff. Great video. Can you put some numbers around some of the components of the offer - i.e. the four-year vesting and sign-on stock (or cash) offers? I have little idea on what range to expect! (I would be an L5-L6) Thanks!

[@jeffhsipepi]

David, a Google offer is made up of base, bonus, equity (33%, 33%, 22%, 12%) and sometimes will include a sign on bonus. The range for an L5-L6 would depend on both the role and location. I recommend using this link - www.levels.fyi/companies/google/salaries

[@tusharbadhwar6940]

Hey Jeff! Thanks for this video and all your other work. I recently passed a resume screen and through my first GCA+Behavioural interview at Google for a rather different role of related to analytics mostly. I am particularly curious about a particular issue though, my current background is in the social impact sector where the salary levels are usually at 70% of what it would be in the corporate world (in India). Lets say I do make it to the HC or salary negotiations, how should I move forward with it? I think a lot of your content in this video does touch upon it. But I am just fearful that I might end up not getting what I really could, if I get an offer.

[@jeffhsipepi]

Tushar, in India they can ask what you are currently making, but it is still important for you to negotiate. If they push that their offer is much higher than your current earnings, I still want you to drive the number up based on your unique skills/what you bring to the table, and their overall interest in you as a candidate. I know this high level, but I hope it helps!

[@tusharbadhwar6940]

@@jeffhsipepi thanks for sharing your thoughts on this, Jeff. I'll try to follow through with this idea should things move forward. Also, thank you so much again for all the content you've posted. It helped me get a great deal of intelligence on what I could expect in the interviews :)

[@theonlyjoedtamayo]

Hi Jeff! I have submitted an application to Google London. My experiences are with Product Management and Sales, mainly business. May you share your insights on how Google will deep dive into my experiences or on what I may focus on for additional preparation.😊 Appreciate it!

[@jeffhsipepi]

Joed Tamayo, this is a big subject area! For Product they will focus on design, analytical, strategic, technical, and estimation questions. For more sales based roles, more interpersonal and role specific questions, I hope this high level feedback helps.

[@theonlyjoedtamayo]

@@jeffhsipepi Thanks for this Jeff! 👍🏼💯

[@zaidderweesh]

Thanks for this video and all your others, Jeff. Can you elaborate a little on stock for sign-on? Maybe an example: Let's say you are offered 20k in $ as a sign on vs 20k in stock. How does this play out in take-home?

[@jeffhsipepi]

ZDR, looks like you found the Google Comp video 😬. So, both would be taxed like a bonus. The question is, do you want the money up front (sign-on) or spread over time because you believe in the long term viability of Google stock. Now is really an interesting time because cash in hand is good given current economic conditions, but Google Stock is also at a low price, so taking it in equity could be a good long term decision.

[@zaidderweesh]

@@jeffhsipepi Appreciate the reply. I did find the comp video, and it was great! Good point on cash vs equity, tough call...

[@ambujakshirao2259]

Hello Jeff, a quick follow up. What is the typical level offered for Application Engineer Lead role? My recruiter has not given me this info (I asked him couple of times). I’ve 15 years of experience, while the role asks for 10- not sure if that has any impact on the level offered.

[@jeffhsipepi]

Ambujakshi Rao, typically external Lead hires start at a minimum of L5. YOE can impact level, coupled with a strong interview performance.

[@ganzee6928]

Great content as usual, Jeff. One Q I have is - how to determine whether an ask is reasonable or not, as a candidate? The ask could actually be totally out of bounds for that role+level.

[@jeffhsipepi]

Ganzee, I want the ask to be out of bounds, I want you to set the anchor high, a company like Google is not going to remove an offer because you anchor high, good luck!

[@ganzee6928]

@@jeffhsipepi thanks Jeff. At what point do we know that they have actually maxed out the comp for the role being hired for? That is, when to realize we can't negotiate more anymore?

[@worldandworldly]

Hi Jeff, At 5:00, you have mentioned about the target bonus percentage for levels till L7. Could you please let me know if the target bonus percentage is based on base salary (cash component)? Are there levels ( like L8, L9 and above ) where base salary consists of cash + stocks ? If yes, is target bonus percentage is based on cash component + stocks or cash only ?

[@jeffhsipepi]

WorldandWorldly, yes, the bonus is based on base salary. The bonus is always based on base salary, the other components such as equity and sign on bonus are separate.

[@flamerblz]

Hi Jeff, great video I'm at the final stage for a non-technical role which has just been created. No idea on unexpected compensation expectation or level. Any idea from past experience what level new roles start at?

[@jeffhsipepi]

D Fernao, you can use this video to help with comp - kzbin.info/www/bejne/eZ2tdISoerRggLs. In regards to level, you just need to press your Recruiter to give you a level or level range.

[@flamerblz]

@@jeffhsipepi Thanks Jeff, appreciate the quick response will have a watch and I've just emailed the recruiter. Keep up the great work 😃

[@JackTsung]

Hello Jeff, Great information! I wish I have seen your youtube channel before the 1st google interview. I made a mistake by sharing an expected total package with the recruiter after the 1st interview. (It was a casual chat to notify me the result, I didn't expect this question..) And interestingly I asked her back on what the range is for this position. Her answer is actually 25% higher than the number I gave. I need to admit I probably didn't do very well on the salary research. Now I am about to do the virtual onsite. Could you please shed some light how I can recover this negotiation (assuming I pass the onsite later)? With this new insight, I think I should aim 50% higher (than my baseline) but since I already shared a low number before, how do I do? I really hope I can have your advise! Thank you in advance!

[@jeffhsipepi]

Jack, just let your Recruiter know (when they want to hire you) that you have been doing your research and realized you had under valued yourself for the market and you need to reset expectations. Do it in friendly and kind manner and while it will be tougher to negotiate, you still need to try, good luck!

[@JackTsung]

Thanks Jeff for the advise! Will certainly do.

[@ambujakshirao2259]

Hello. How much is the Google compensation for Application Engineering jobs (SAP, Salesforce) as compared to Software Engineering jobs? My packet is at hiring committee, but my recruiter has not given me a salary range so far. Is it 30% lower than equivalent SWE level? As always, great content! Thank you.

[@jeffhsipepi]

Ambujakshi, something close to 30% maybe less, maybe 20 to 25%. All roles pays less than Software Engineers, although Product Managers are now close.

[@MADjam_music]

Hey Jeff, thank you for the great content, learned a lot from your videos as I prepped for my interviews. I'm currently waiting for an final decision as I understand we're two final candidates at this point for the job. Where I need your advice: I'm currently a TVC in Germany, so an external temp and the recruiter a)never haven't talked to me about compensation yet and b) pretty sure he knows what I'm being paid now, as it's fixed rate per hour as per law and the hiring manager def can get that Information and c) I don't have all the arguments with pressure from counter offer/being paid better on my previous job, etc. If I get an offer next week, could you advice on reasonable salary range for a Marketing Role, JL 5, Germany? I feel like if I ancor high as you suggest they'll laugh at me, as they know all my cards without me saying anything. Thanks a mil!

[@jeffhsipepi]

Marina, typically, TVC rates are not in the system. I strongly encourage you to negotiate strongly because you know your value. I was in this same situation and I negotiated strongly because I knew that Google knew my value. So don't let your current earnings as a TVC stop you from negotiating for what you deserve, use this video to help you determine salary - kzbin.info/www/bejne/eZ2tdISoerRggLs, good luck!

[@MADjam_music]

@@jeffhsipepi thanks for your fast answer, Jeff, appreciated!

[@MADjam_music]

Follow up: HC wants me to do one additional GCA+RRK interview next week. 😅 (And here I thought HC doesn't exist anymore haha). Keep your fingers crossed!

[@jeffhsipepi]

@@MADjam_music HC does exist still, but they are trying to use it less often, good luck!

[@anirudhzaveri]

Hey Jeff, can you provide more details on what you mean by accelerated or 2-year vest? Is this another comp lever? Separately does asking for +20% over what you believe is the top end of the range for a certain level set a good anchor or leave a bad taste in the recruiter’s mouth? Currently passed HC and want to maintain a good relationship with my recruiter through the negotiation process

[@jeffhsipepi]

Anirudh Zaveri, the accelerated two year vest is a two year stock grant that vests in the first two years of employment and is completely separate to your normal four year package. This happens only in rare cases where there is a big discrepancy between current compensation (where they can factor it) and or a competing offer. The goal is to make sure you are not leaving massive amounts of money behind if you come to Google, but that it is also treated as separate from other earnings. Setting a high anchor works, but set it after they have decided they want to hire you! Your competition is doing it, you should too! Recruiters are not always happy about it, but very used to it, especially at Google.

[@Paladinproductions1]

@@jeffhsipepi Hi Jeff, question around specifically setting the high anchor. For those of us in the US, we should be using levels.FYI to identify appropriate compensation ranges (based on position, years of experience, and location) and then adding 20-30% on top of that average number correct?

[@anirudhzaveri]

Thanks for the additional context! Great video all around, compensation is the most fun and interesting part of the hiring process. One last question on the negotiation side, when you say “setting a high anchor works, but only after they’ve decided to hire you”, what stage of the process to do you mean? Should I discuss after HC approval for a generalist role but pre-team match or only post team matching? I am somewhat concerned to wait too long and get a low offer set as the anchor from the comp committee.

[@Paladinproductions1]

@@anirudhzaveri Great question. I'm also curious about this..

[@jeffhsipepi]

@@Paladinproductions1, the 20-30% is really more about your number than levels.fyi, but it is a great reference to utilize.

[@pincher2410]

Hi Jeff, I currently got an offer from another Tech company in Dublin and their base salary was 35% lower from what I expected. I came back and mentioned that I am currently having competing offers from Google and UBER with 35% more base salary and whether we have any wiggle room to negotiate and match the base salary closer the counter offers. The only feedback I got was that they are not negotiating and it seems like they are firm with their decision and rather saying take it or leave it. Base salary was only 63K but with more than 10 years of work experience. It's also below the market rate. Any suggestion what to do?

[@jeffhsipepi]

Pin, unless everything else is perfect, I would not take the job for this much less in compensation. Comp is not everything, but it should be in the ballpark of your other offers/oportunities!

[@adityawalvekar214]

Hi Jeff , your video was really helpful and insightful , but I just got here 2 days late I'm afraid :( .. I just had a video call round with a recruiter from Google 2 days ago which went well , and I was also asked a salary expectation range. And since I had little or no experience wrt job change and processes involved . I wasnt expecting the salary question to come up in this round , and gave a figure as I was caught off guard and didnt see this coming. But now after a little research I do see that i might have asked a figure which could be 20-30% less than what Google might offer , (hoping i clear all the rounds). What could be the best way I could deal with this ??? I feel going back on my words straightaway wont be the best option :( ?? Your advice would be really helpful here :)

[@jeffhsipepi]

Aditya, it is okay to be honest, by saying "I didn't have a chance to do my research before providing my expectations and after doing some research and speaking with people in the industry, I need to reset my expectations." The worst case scenario is that they do not move the numbers, good luck!

[@adityawalvekar214]

@@jeffhsipepi thanks a lot Jeff!! :)

[@dlbattle100]

I was hoping you would talk about how current Google employees should conduct themselves in their gComp meeting.

[@jeffhsipepi]

David, maybe you can clarify for me? Current employees do not negotiate their compensation because of the strong merit and equity refresh program. It is very uncommon for Google employees to have pay raise conversations, but I am not sure if this is what you are asking?

[@ivy3420]

the anchor high works for entry level positions?

[@jeffhsipepi]

Erin, yes, always anchor high, but remember the bands for entry level positions are smaller.

[@virtualawrence]

Is the high tax on sign-on bonuses true in all jurisdictions? I thought it just counts as regular income.

[@jeffhsipepi]

Lawrence, a sign on bonus is always treated as a bonus and because it falls in the overall bonus category, it is taxed at a higher percentage.

[@itschansey]

If you're on a program, like an APMM program. Are you able to negotiate?

[@jeffhsipepi]

lilybind, APMM's should be able to negotiate their salary.

[@deffezo936]

Hi Jeff, I am currently interviewing with both Google and another company. The recruiter told me the salary range for the position I am applying for at Google but the upper limit is 20-25% lower than what the other company is offering me. I am wondering if I showed competing offer to Google would they be able to negotiate or would I just get the upper limit of the range ? I am living in EMEA. Is it possible that they will offer me unique stock vest option ? Should I bring it up during negotiation ?

[@jeffhsipepi]

Deff Ezo, remember salary range is only one component of the comp package, the bonus and equity is a big component. I like sharing competing offers, but make sure the competing comp is actually higher or it can work against you. It does not sound like you will be in a unique vest situation, keep us posted!

[@jayasingh5519]

Can you please tell me about the Application Engineer Job role @ Google and its compensation for freshers. I have already a good SDE-1 offer in hand so can you please guide?

[@jeffhsipepi]

Jaya, I never recruited these roles at Google and the compensation really depends on location, but I wish you the best of luck!

[@jayasingh5519]

@@jeffhsipepi thank you 🙂

[@498Afighter]

Hi Jeff , Could you clarify if at the negotiation stage , as a matter of policy Google comes to the candidate with a starting offer or does the candidate have to provide a number ?

[@jeffhsipepi]

98Afighter, great question, there is no policy, sometimes they go first, sometimes the candidate goes first. Ultimately, I have not seen this impact the final offer.

[@sheryk13]

Hi Jeff, Didn't watch your video prior to my first recruiter call. I was given a range and I did mention my expectations. Now, I am realizing my expectations compared to cost of living and other factors may not have been sufficient. Is there a way to modify this response or negotiate if an offer is received or will a recruiter quote initial expectations? Thank you

[@jeffhsipepi]

sheryk13, while not ideal, you can always go back at the end and say based on my data/research, I need to reset my expectations, good luck!

[@peterpiper5300]

does google take into consideration age? will "older" applicants (40 plus) have difficulty getting a job at google?

[@jeffhsipepi]

Peter Piper, agism will always be a challenge for any candidate at any company. It is something that nobody wants to talk about, but being younger has its advantages. While I was at Google I hired multiple people in their 60's so you can get into Google if you are older, but having an awareness that agism exists is important.

[@Baksh15]

Google is the new MSFT. Their comp isn’t nearly competitive to the top tech salaries. They rely on their name and “prestige”.

[@jeffhsipepi]

Panda44, I appreciate your comment and respectively disagree, Google is still one of the best paying companies in the world. We work with negotiation clients every single week worldwide and we still see very strong offers. Thanks for watching!

[@kadeemmiller7785]

Hi Jeff - Does OTE compensation include any equity Google would offer for a particular role? Or is OTE the base, bonus, and sales commission components and equity separate? Does a role that has OTE usually also offer equity compensation as well?

[@jeffhsipepi]

Kadeem, all roles at Google that have OTE also include equity as an additional compensation component.

[@kadeemmiller7785]

@@jeffhsipepi Great, thank you! I was speaking to a recruiter and they told me the base, bonus, and OTE combined expectations. I assumed that equity was included in that as they did not mention any equity component. I am guessing that the discussion would happen if I made it to the offer stage. I appreciate the assistance!

[@jeffhsipepi]

@@kadeemmiller7785 yes, they are required to give you the base salary range and when it includes OTE, likely the whole OTE range, but in those initial discussions, they may not bring in the equity piece, good luck!

[@kadeemmiller7785]

@@jeffhsipepi Great! Thanks for the info. Last question, are candidates automatically routed to the HC after final interviews? Does a recruiter always tell a candidate if they've been forwarded or is it dependent on the recruiter?

[@jeffhsipepi]

@@kadeemmiller7785 The feedback is reviewed by the Recruiter and or Hiring Manager before HC. Only a small percentage of candidates make it to HC and it should be communicated that you are headed to that step.

[@manisha1489]

Hi @jeff could you give some insight about the INR pay range that should be offered/expected for TPM (Technical Program Manager) or Program Manager roles in India, and do they ask from current comp details. what should be the expectation of getting an offer

[@jeffhsipepi]

Manisha, what level?

[@suyashjain07]

Hi Jeff, During my negotiation at Google cloud for TSS, recruiter informs me the initial offer given by them is their best offer.; Since as per them, I have reached their upper band limit for total comp for the L4 role. I have tried to negotiate with recruiter. but, no luck. But, Since total comp includes everything, i understand, one of your suggestion to negotiate equity also won't work here. Is there anything i can negotiate here?

[@suyashjain07]

Also to mention, their total comp calculation includes target bonus as a component.

[@jeffhsipepi]

Suyash, even when you hear best and final, you should still try to negotiate!

[@jeffhsipepi]

Suyash, this is good news, let us know the final results!

[@PrasoonMajumdar]

How does this work in India ?

[@jeffhsipepi]

Prasoon, in India they will ask for your current compensation. It is critical that you remember just because they have your current comp, that you can still negotiate.

[@TheRavenK]

Hi Jeff, Thanks for the video content. I have interviews scheduled for a role based in Dublin, Ireland. And I have 9 Years of experience and I am based in India, What level and salary range can I expect?

[@jeffhsipepi]

TheRaven K, 9 YOE is typically an L4 or L5. Salary will depend on the role type.

[@jeffhsipepi]

TheRaven K , I see that it is a Product Solutions Engineer role, L4 Mid 100's in Euros, L4 high 100's to low 200's. This is total compensation.

[@TheRavenK]

Thank you very much for the information, Jeff.

[@TheRavenK]

@@jeffhsipepi Subscribed :)

[@ritabratam]

If Google does not make the profit will they pay same bonus.

[@jeffhsipepi]

Ritabrata, bonuses are based on individual performance, not company performance.

[@uncommon_bot]

Hi @jeffhsipepi, my interview is next week and I have been following your content. The information on your channel is extremely helpful! I was wondering how you can handle the situation when you have already given your salary and they are offerings you less than that. The recruiter said there is no room for negotiation before proceeding with the interviews.

[@jeffhsipepi]

@uncommon_bot, I want to confirm that this interview is with Google? I can tell you that if it is for an Apprenticeship, Internship or it's a New Grad offer, these offers at Google are typically, not negotiable.

[@uncommon_bot]

@@jeffhsipepi thank you for responding. yes the interview is with Google for TAM position.

[@nusibaalmayahi90]

hey friends , can you help me fast i am arab and i want A summary of the compensation system that I talked about in the video, please.

[@jeffhsipepi]

Nusiba, with any of my content, I am low and slow, you can speed up all your learning by watching on 2x

[@olivia-in-progress17]

I'm still confused with what equity means in Google since the company I work for now is a private company

[@jeffhsipepi]

Olivia-in-Progress, at the big companies, equity comes in the form of RSUs (Restricted Stock Units). Typically, equity is given with a four year vesting schedule. For example at Google, let's say they hire you and give you 100K in stock, this would be given to you over four years. The amount per year varies by company, by Google's most common vest is 33% in the first and second year (33K and 33K for example), 22% in year three (22K for example) and 12% in the fourth year (12K for example). You would also be eligible for refresher equity grants. These vest over 4 years as well and are essentially a bonus. These would be granted once a year. I know this is still probably a little confusing, but I hope it helps!

[@olivia-in-progress17]

@@jeffhsipepi yes thanks for the advice! I just did my ABP interview and I think I totally overthought it, got nervous, and was totally unorganized :( I followed up but I'm just waiting to hear back on how I did after my round with the 2 ABP interviews lol

[@jeffhsipepi]

@@olivia-in-progress17, we just need to wait and see, you might have done okay, keep us posted!

[@olivia-in-progress17]

@@jeffhsipepi I just did a follow up and the recruiter said my interviews were good! So now I'm in the Team match phase. I think this will take a long time since my location is the Atlanta office and theirs not a lot of teams there yet. But I'm still watching your channel for the different interview steps!

[@jeffhsipepi]

@@olivia-in-progress17, great news, keep us all posted!

[@TM-qc5oz]

Why are sign-ons taxed heavily ? W2 doesnt know which is salary and what amount is sign-on bonus !

[@jeffhsipepi]

TM, the IRS considers any bonus whether it is sign on or another type of bonus as supplemental income. And therefore it is taxed at a higher percentage and not accounted for the same as regular income on a W2.

[@scriptedtales4301]

Hi Jeff, I am fresher based in India. I recently applied for apprenticeship program in data analytics. My interviewers feedback seems to be positive, and they asked for salary expectations and I am left with final decision and team matching if shortlisted. There is lot of ambiguity regarding this. If you can give me any range for salary and benefits considering data analytics, India, apprenticeship it would be really helpful for me! Thank You!

[@jeffhsipepi]

scripted tales, I strongly suggest that you utilize levels.fyi to find out data about what roles pay in your market. The apprenticeship data is extremely limited. These roles likely have little room for negotiation, but you should definitely try! I know this is not super helpful, but I wish you the best of luck!!

[@scriptedtales4301]

@@jeffhsipepi Thanks for the response! and there are many like me who want to explore apprenticeships these days. It will be really helpful if you can make videos on apprenticeships and internships. Thanks!!

[@jcrif]

How is that working out for you guys at google these days.

[@jeffhsipepi]

J Crif, for current Google employees, it is still working out really well. Google is still one of the, if not the highest paying company in the world. For those impacted by layoffs, they were compensated well in their time there and the severance packages are also very generous.

[@supriyasrivastava7906]

Hey Jeff I am based out of India and have 9 yrs of experience as Linux engineer including 2 yrs of experience as Azure IaaS Engineer. Could you give me an approx CTC and benefits I can get for Customer Engineer role in Warsaw,Poland?

[@jeffhsipepi]

Supiya - watch this video, CE's I would do .8 - kzbin.info/www/bejne/eZ2tdISoerRggLs

[@zybon777]

Learn the difference between tax withholding and actual tax you pay before making a video please.

[@jeffhsipepi]

Ryan, yup, I am not a tax expert, but it's not gonna stop me from posting videos regarding compensation 😂