We use salary bands tied to levels to make compensation decisions consistent and defensible. Bands are reviewed annually against market data.
Leveling
Each role has a level, typically L1 through L6 (or equivalent titles like Associate, Mid, Senior, Staff, Principal). Levels reflect scope of impact, autonomy, and expected contributions.
Your offer letter includes your level. If you’re unsure of your level, ask your manager.
Bands
Bands have a minimum, midpoint, and maximum. We target offers at or near the midpoint for candidates who are a strong fit for the level.
| Level | Example title | Band range |
|---|
| L1 | Associate Engineer | $XX,000 – $XX,000 |
| L2 | Engineer | $XX,000 – $XX,000 |
| L3 | Senior Engineer | $XX,000 – $XX,000 |
| L4 | Staff Engineer | $XX,000 – $XX,000 |
| L5 | Principal Engineer | $XX,000 – $XX,000 |
Pay adjustments
Compensation adjustments happen through:
- Annual review cycle — Merit increases tied to performance ratings, typically 0–8% of base salary.
- Promotions — Moving to a higher level typically brings pay to the midpoint of the new band.
- Market corrections — If band data shows a role is below market, we may adjust outside the annual cycle.
Geographic adjustments
We pay based on the role’s market, adjusted for cost of labor in your location. Remote employees in different regions may have different band ranges. Ask HR for your specific band. Last modified on June 5, 2026
