Understanding your market value is essential before any negotiation. Let's break down DevOps/SRE compensation.
| Level |
Title |
Base Salary |
Total Comp |
| L3/IC1 |
Junior DevOps Engineer |
$90K-$130K |
$95K-$150K |
| L4/IC2 |
DevOps Engineer |
$130K-$170K |
$140K-$220K |
| L5/IC3 |
Senior DevOps/SRE |
$160K-$220K |
$200K-$320K |
| L6/IC4 |
Staff SRE |
$200K-$280K |
$280K-$450K |
| L7/IC5 |
Principal SRE |
$250K-$350K |
$400K-$600K+ |
| Company |
L5 Base |
L5 Total Comp |
| FAANG (Google, Meta, etc.) |
$180K-$220K |
$300K-$450K |
| Unicorn Startups |
$170K-$200K |
$250K-$400K |
| Large Tech (Microsoft, etc.) |
$160K-$200K |
$250K-$380K |
| Mid-size Tech |
$150K-$180K |
$180K-$250K |
| Non-tech Enterprise |
$130K-$160K |
$140K-$180K |
| Early Startup |
$120K-$150K |
$150K-$300K* |
*Startup equity is highly variable and often worth $0.
| Location |
Multiplier |
| SF Bay Area |
1.0x (baseline) |
| NYC/Seattle |
0.95-1.0x |
| Boston/LA/DC |
0.85-0.95x |
| Austin/Denver/Chicago |
0.75-0.85x |
| Remote (US) |
0.7-0.9x |
| Remote (International) |
0.5-0.8x |
TOTAL COMPENSATION
├── Base Salary (40-60% of total)
│ └── Guaranteed, paid bi-weekly/monthly
│
├── Annual Bonus (10-20% of base)
│ └── Performance-based, not guaranteed
│
├── Equity/Stock (20-50% of total at big tech)
│ ├── RSUs (Restricted Stock Units)
│ ├── Stock Options (more common at startups)
│ └── Vesting schedule (typically 4 years)
│
├── Sign-on Bonus (one-time)
│ └── Often used to cover unvested equity from previous job
│
└── Benefits (often overlooked)
├── 401(k) match
├── Health insurance premiums
├── PTO/vacation
└── Other perks
RSU Example:
Offer: $200K in RSUs over 4 years
Vesting schedule: 25% per year
Current stock price: $100
Year 1: 500 shares vest ($50K at grant price)
Year 2: 500 shares vest
Year 3: 500 shares vest
Year 4: 500 shares vest
IMPORTANT:
- Stock price changes affect value
- RSUs are taxed as income when they vest
- "Refresher" grants are common annually
Stock Option Example (Startup):
Offer: 10,000 options
Strike price: $5
Current 409A valuation: $10
Paper value: (10,000 × ($10 - $5)) = $50K
REALITY CHECK:
- Options are worthless if company fails
- Need liquidity event (IPO/acquisition) to realize value
- Exercise cost: 10,000 × $5 = $50K out of pocket
- Tax implications are complex (ISOs vs NSOs)
| Source |
Pros |
Cons |
| levels.fyi |
Verified, specific to tech |
US-focused |
| Glassdoor |
Wide coverage |
Self-reported, outdated |
| Blind |
Anonymous, current |
Can be skewed high |
| LinkedIn Salary |
Company-specific |
Limited data |
| Payscale |
Detailed factors |
General, not tech-specific |
For each target company, find:
1. LEVEL MAPPING
- What level would you be? (L4? L5?)
- What's typical comp at that level?
2. COMP STRUCTURE
- What % is base vs equity?
- Vesting schedule?
- Bonus structure?
3. RECENT DATA POINTS
- Look for recent offers (within 6 months)
- Market moves fast
4. NEGOTIATION CULTURE
- Do they negotiate? (Most do)
- What levers do they use?
1. FIND YOUR LEVEL
Use job description + experience to determine level
2. GATHER DATA POINTS
Collect 5-10 recent offers at same level/company
3. CALCULATE RANGES
- Low: 25th percentile
- Mid: 50th percentile (median)
- High: 75th percentile
4. ADJUST FOR YOUR FACTORS
+ Strong performance signals
+ Competing offers
+ Rare skills (Kubernetes, specific cloud)
- Location discount
- Less experience
Target: Senior SRE at Mid-size Tech Company
Data points from levels.fyi and Blind:
- $185K base, $280K TC
- $175K base, $250K TC
- $190K base, $300K TC
- $170K base, $240K TC
- $180K base, $260K TC
Your targets:
- Base: $175K-$190K (aim for $185K)
- TC: $260K-$300K (aim for $280K)
Your adjustments:
- Have competing FAANG offer (+$10K ask)
- Strong Kubernetes expertise (+$5K)
- Remote from lower cost area (-$10K location)
Adjusted ask: $190K base, $285K TC
| Benefit |
Typical Value |
| 401(k) match (6% with 100% match) |
$10K-$20K/year |
| Health insurance (family) |
$15K-$25K/year |
| Stock purchase discount (15%) |
$3K-$10K/year |
| PTO (additional week) |
~2% of salary |
| Remote work |
Location flexibility |
Before negotiating, clarify:
1. What's the vesting schedule? (4-year with 1-year cliff typical)
2. Are there refresher grants? (Annual equity top-ups)
3. What's the bonus target and payout history?
4. 401(k) match structure?
5. Sign-on bonus possibility?
6. Level/title flexibility?
| Red Flag |
What It Means |
| Only equity, minimal base |
Cash flow problems |
| 5+ year vesting |
Uncommon, locks you in |
| No written offer letter |
Unprofessional |
| Pressure to decide immediately |
Hiding something |
| Significant base cut for equity |
High risk |
| Vague about equity details |
Dilution concerns |
Next, we'll cover specific negotiation strategies and tactics.
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