Navigating Google Compensation Discussions - What Specific Questions Should I Ask?
Hi everyone, compensation discussions are happening at Google right now, and I'm looking for advice on how to make the most of the conversation. I'm trying to move beyond simply saying 'I deserve more' or 'the increase is less than expected,' which I know isn't very effective.
Instead, I want to ask targeted questions that will help me understand the rationale behind my compensation and potentially identify areas for future growth.
For those who have successfully navigated these discussions, or have experience in compensation in general, what are some specific questions I should ask?
Any insights, examples, or specific question phrasing would be greatly appreciated! Thanks in advance.
![Entry-Level Software Engineer [L3] at Google company logo](/_next/image/?url=https%3A%2F%2Ffirebasestorage.googleapis.com%2Fv0%2Fb%2Ftech-career-growth.appspot.com%2Fo%2Fcompany_logos%252Fgoogle.jpeg%3Falt%3Dmedia%26token%3D780356ef-3efc-4728-9eb4-d909b75bb4a6&w=48&q=75){kind=small}
![Entry-Level Software Engineer [L3] at Google company logo](/_next/image/?url=https%3A%2F%2Ffirebasestorage.googleapis.com%2Fv0%2Fb%2Ftech-career-growth.appspot.com%2Fo%2Fcompany_logos%252Fgoogle_logo.png%3Falt%3Dmedia%26token%3Dded981a0-71c9-42a4-a03e-a2299a0a11b8&w=48&q=75){kind=logo}
Discussion
(7 comments)- 2
a month agoEmployee @ RobinhoodPretty much there's some spreadsheet somewhere that aggregates a few factors such as:
- bands for each level
- inflation
- what other companies are paying for similar engineering talent
- attrition
- your latest perf rating
And spits out a number. There's very little room to go for more pay unless:
- you convince your manager to try to argue for more pay without a rating change or a higher rating
- you have a competing offer much higher than your current compensation
For growth for compensation, the answer's pretty simple and a mix of:
- Get better ratings
- Get promoted more
- Get stronger competing offers
But if question is moreso "how do I grow faster so I can get paid more", you can check out the mid level to senior level course.
- 0a month agoTech Lead/Manager at Meta, Pinterest, Kosei
As I talk about here, Negotiating Your Current Salary is harder than negotiating an external job offer.
For many companies, you can share market data as justification that you should be getting paid more. But if you're in FAANG, you're likely already in the top 10-20% of SWE comp.
So then you could try to justify a comparison to a higher level SWE role, or a competitive company that you know pays well. Phrasing could be:
Could you help me understand how my comp compares to the pay band for my level? How much leeway do you have for each compensation component?
The 2nd question is important because you may be able to get more compensation by explicitly telling your manager "I prefer more equity over salary." So if the manager has latitude in doling out compensation changes, they are able to adjust you appopriately.
- 025 days agoMid-Level Software Engineer [L4] [OP]Google
Thanks Rahul.
So, are there chances of modifications that can be made in compensation if I am able to negotiate in the meeting? From my past experiences, I always found managers to be of view that pay is already decided and there is no room of negotiation.
Is that not true?
- 025 days agoTech Lead/Manager at Meta, Pinterest, Kosei
Google managers/directors have more leeway to adjust compensation. But if the pay increment has already been submitted, it's very hard to change it.
Meta had even less flexibility. The compensation changes were quite formulaic, so front-line managers had no ability to make changes (Senior Directors could give out something called Additional Equity (AE) or Discretionary Equity (DE) though...)
The input you give will hopefully influence them for the next comp adjustment.
- 0
24 days agoTech Lead @ Robinhood, Meta, Course HeroI don't know exactly how Google works, but I imagine it's similar to Meta where everything is very formulaic and derived from your rating + level. I can't imagine you have a lot of room to negotiate or learn any actionable information.
That being said, I do know that Google does respect competing offers, especially from Meta (lol). I know Google L4s who get a competing offer from Meta, took it to their manager/director, and got a $100k+ pay bump to $400k+ TC.
In contrast, Meta doesn't respect competing offers at all. They just tell you to take it or stay.
- 024 days agoMid-Level Software Engineer [L4] [OP]Google
Thanks Alex. I didn't know if you get a competing offer from another company, while working in the same company and negotiate, there is a chance of salary bump. Good to know that.
- 024 days agoTech Lead @ Robinhood, Meta, Course Hero
If you have a competing offer that is higher than your current TC at Google (ideally from another Big Tech), I'm pretty sure that you can get a meaningful raise at Google.
However, Google's budget is tighter now I imagine given that the current tech economy is a complete mess, so be prepared to take that offer if they can't play ball. It's very awkward to have a bluff called out.
