Highest Paying Tech Companies for Software Engineers (Salaries Revealed)

all right so 2021 is right around the corner and i'm sure no one is going to fault me when i say that i'm ready for 2020 to be over i'm sure a lot of you if not all of you feel the exact same way but before 2020 wraps up i want to make a quick video talking about the highest paying companies of 2020 in tech said you guys in 2021 and where you can apply if you guys are looking to make a lot of money as a software engineer how's it going guys today i am here with sahir from levels.fyi and we want to bring you guys a video recapping the top paying companies of 2020 so that you guys can get paid and not played in 2021 so is it here do you want to give us a quick intro about yourself hey how's it going my name is zahir moyadin i'm one of the co-founders of levels.fyi uh we started this about a couple years ago four years ago and um you know our mission is to help people make better career decisions and we do that by you know collecting compensation data information about companies and helping people even negotiate their offers so everything to help you get paid more um and to have a better career um yeah that's kind of the overview yep perfect so i definitely you know when zero reached out to me i definitely want to make sure that i worked with them because as you guys know i want to help you guys and i want to do everything i can in my power to help you guys break into tech get jobs uh get offers and that's what they're all about right they're about transparency they're about helping you make more money and i'm all for that and i'm sure you guys are too so levels has put together a sort of uh recap of 2020 and so they have a lot of different data that they pull together for us again in the spirit of transparency pay and things like that so we're going to go through their top uh report or their pay report of 2020 here that we have on the screen now so the first section that we have is just a quick note from you guys and if we jump down a little bit lower we have a top pay by level so what does that exactly mean to here when you say top pay by level i see five different tabs here yeah so um in every career typically you have like a career hierarchy or a career ladder what's also commonly called and what that is is just you know when you join a company you start out at the lowest level maybe as an associate or entry level and as you get promoted you get promoted into these these second the secondary and third and so on levels and so typically uh we've kind of standardized it and we've put together the levels that you see at the top here so entry-level engineer two senior engineers staff and principal and this is just at every level you have a different set of scope and responsibilities and typically it's going up and up so for example at entry level as an entry level engineer you're typically just kind of given assignments and expected to deliver on what you're given and then as you move up to like an engineer two now you're starting to potentially mentor other people within the team you're expected to kind of own a little bit more complex assignments and so on and then as you move to like a third level engineer you're actually expected to potentially even lead a small team so maybe three to four people you're expected to you know come up with solutions on your own completely and you're expected to mentor junior engineers even more and this kind of you can see that the scope and responsibilities are kind of going up and expanding and that just goes up all the way to principal level engineers where principal engineers are sometimes affecting the entire company or they're affecting multiple organizations and they have maybe they're working with dozens of engineers and you know principal engineers are very kind of like independent role where sometimes you're coming up with your own projects even people aren't even telling you what to do you're kind of figuring out you're you're setting the direction of the of the company technically um so that's kind of the progression of engineers throughout their career awesome cool and so here we just have what would i guess i'm on the tap for entry level engineer one so these are just the top seven companies of 2020 uh in their pay right and so here on the right column we have total compensation um and so you know we kind of talked about this offline a little bit but the way total compensation is calculated is very important and for people we all understand that that's very important so maybe we can quickly uh talk about you know how it how is that number for example example for a lift how does that come to 230 000 or what is that comprised of yeah um so total comp is typically comprised of three things so your base salary your bonus and then your stock so base salary generally in most cases is going to be around at least within the u.s around 100 000 to 200 thousand dollars most companies do not really go above 200k in terms of base salary um definitely especially for the entry level right and that's the cash that you're earning consistently on whatever your regular paycheck right and then the bonus is again it's a bonus um so it's not guaranteed typically um unless it's you know in your offer letter that you've got an assigning bonus right and that is typically received like quarterly or monthly or sometimes even yearly at the end of the year and then lastly you have your stock and this is a component that a lot of people forget or don't actually calculate very well inside of their total comp number um and this is the amount of you know stock compensation rates you receive which could be in the form of rsu's options um or depending on you know if it's a private company there's various sort of mechanisms which you can actually receive this and so you know all three of those combined equal your total compensation for the year and typically again your base salary is going to be your largest component right but as you move up in seniority the stock uh piece of that compensation is actually ends up being one of the largest components and the reason for that is stock is kind of like your it's kind of your you have a vested interest in seeing the company succeed and so as you move up in seniority they want you to be kind of your interest to be aligned with the company awesome yeah that totally makes sense um i feel like uh that's that's definitely good to explain to people because i feel like not everyone is clear what rsu's are restricted stock units which you vest over a period of time typically with these different companies um and you're talking about private companies like robinhood for example here they're not publicly traded um so you would get you know i'm sure they wouldn't be rsu's technically they'd probably be like stock options to buy or options to buy that stock at a certain price um yep you know so whereas doordash right i think this is a specifically a pretty interesting uh company to discuss here because they recently went uh public right so maybe we could talk about an offer or something that you guys know about doordash yeah it was it was pretty interesting actually one thing that we were looking at as we were compiling this report um we also so one of the ways that we collect data is by um you know people can upload their offer letters and so we actually have an offer letter from an engineer at doordash and the total compensation was roughly 200k when they submitted their offer to us now what was interesting is they joined just before the ipo earlier this year and as you know with the ipo the stock you know jumped up like crazy in price which is amazing for that engineer right but they actually received rsus um prior to the ipo when they signed their offer and it's you know although it was a private company at the time some companies especially as are closer to their ipo will start to issue rsus instead of options and so they issued around 45 to 50 k of rsus per year um now when you look at what the those rsus are worth after the ipo um you'll see that it's pretty crazy and that with the current stock at the at the stock price that they received those rsu's it was around 45 dollars a share um but now it's worth closer to 140 uh dollars a share um and so you can see that there's almost you know like a 3x increase right of of the stock price and that means that their rsus which were previously valued at just 45k per year are actually going to be valued at closer to 150k per year compensation and so um i mean one that's really crazy because you know people like you know they dream of oh like you know maybe with ipo i can hit it big but like they don't understand like what the numbers are behind it and so you know we just wanted to mention that to give you kind of an idea of like what those numbers could look like if you join a company pre-ipo um obviously you know we had a bull market and it's like you know jordan is doing very well recently uh with the pandemic and everything but you know it is just kind of one insight into into that factor yeah it's really interesting because i guess that's the sort of uh flexible part of your plan right your salary is pretty much your salary that's what you're going to take home every two weeks or once a month whenever you get your paychecks but your rsu is right that's flexible if you're if your stock that's publicly traded jumps for twenty dollars and forty dollars you just doubled your you know your rsu is based off of your money right exactly and so that's what someone did at doordass they joined at the right time they went public and then their their stock like 3x right so they're making quite literally three or four times um what they would have been making because they went public uh which is great for that right and so that's that's like a huge part of this compensation that's what drives it up a lot of times and as you were saying here too like as you get more senior in these uh you know these different companies as you move up to something like a principal engineer you're really gonna be more motivated by the company as a whole doing well right they want you to drive the company forward uh not just sort of sit back and take paychecks right so you're really invested in how the company does because you want the stock to do well great yep and you can imagine uh just one more thing to add as a like a principal engineer let's say you had um i mean this is an entry-level engineer like and you know they 3x their their comp and their stock but you can imagine at a higher level when their stock is so much more valued and the other thing is that these stocks are not you you don't you're not getting all the stocks at once you have like a vesting plan and so this is when people refer to like golden handcuffs right this is kind of what they're referring to where now you have like some stocks that are worth 3x as what you thought they were going to be worth right but you're not going to get them until years three or four that you're working at the company and so it's it's kind of the golden handcuffs where you're like okay i don't want to leave the company because i have like this huge outsized uh compensation that i'm going to receive in a couple years if i just stick around right yeah totally and and that makes you know it makes sense why they're golden handcuffs right because it's good in the sense that you're going to make a lot of money hopefully but then you're kind of you're locked in right you're chained you can't really go anywhere because you have to wait for that year mark or the two-year mark or depending on the vesting schedule some companies must uh i think best monthly after the first year etc um but you kind of you gotta wait right you gotta wait to get that money in in the form of rsu's great so the other thing i want to bring up too that i think is kind of interesting and i'm sure people in you know watching this have probably already realized but i don't see a single fang company on this entry level engineer list which is i mean it's funny to me because i think that that's all you hear about in this industry especially on youtube i think everyone sells fang everyone talks about thing everyone promotes fang but here in the top seven companies of entry-level engineers by pay right they're nowhere to be found they're not a single fan companies on this list right now yeah and um it's you know when we run the list two we kind of have to second guess ourselves and really look at the numbers and like okay is this is this actually happening but it does make sense i think intuitively at the end of the day where uh fan companies have that reputation and everyone wants to work at google or everyone wants to work at facebook and whatnot and so for people for engineers to actually take offers at these kind of i wouldn't say they're second rate companies but they're just they're not thing right um for engineers to take offers at these non-fan companies they have to try a bit harder and part of that includes offering a higher compensation now one of the other things you'll notice is a lot of these companies are actually private they're not actually public right so you have i mean doordash is obviously public now but some of these companies were private through 2020. right and so because it's not liquid um rsus as in they're not actually you're not able to sell those rsu's right away that's another reason why companies sometimes have to pay a bit more because you know individuals are not able to sell their rsus right away or typically you don't know when the company is going to ipo and so you're not sure when that payout is going to happen right right and because of that companies will give a little bit more compensation in terms of rsus just to account for that like risk factor or that factor where um you're not able to earn those right away right yeah that totally makes sense so let's jump into like maybe we can skim through some of these other ones that was entry levels now we come to entry level two right so it definitely there's some definitely some new players on here still i don't see a single fan company which is sort of interesting um but now now this is entry level two right so this is you saying we're not entry level rather but engineer too right so you're saying this is when you take out a little bit more responsibility maybe start mentoring people um you're picking up a little bit larger projects maybe with some help still yeah yeah um and so you know this is pretty common for after you know two to five years of experience um is when people would kind of place at this level and you know it's something that's especially if you're like um a lot of the solid engineers i've seen will be able to get to this level within two years okay um which is like which is pretty great um and you'll see that these numbers are pretty like eye popping i mean 290 yeah you're almost close to three hundred thousand dollars that's a lot of kind of five years out of college yeah that's which is yeah that's insane i mean and people talk about like other career paths like you know medicine or or even lawyer or whatnot right and you can see here that like you know within as an engineer you can do as well or better than some of those other professions right um and so i mean i think the companies on this our list are pretty similar to entry level one there are some variations um but most of the company you'll see that in a lot of cases the companies that pay well at a certain level are going to do well at other levels and you know when we get to like a staff or a principal level engineer we'll also talk about why the the mix of companies is a little bit different at that at those levels yeah so let's actually jump into that because i'm curious so here you know the players definitely change slightly there's so many people on the board here in the top seven so if we go to senior level engineer um actually this is kind of interesting right netflix pops up right so what what i've i've heard a lot of special things about netflix um but specifically they're 450 000 that they pay out well i've heard two different things one is that they only hire uh senior engineers so everyone at the company is a senior engineer they will not hire you unless you are a senior engineer uh or at least their standard of a senior engineer and then their total compensation we just talked about three different um you know things that form your total compensation we talked about base salary we talked about stock options or rsus rather we talked about bonuses right but i've heard and i've been told that netflix actually only pays cash this is 455 000 of just straight cash yeah it's crazy but yeah netflix is very unique culture-wise um and they're actually somewhat famous for their culture so if you search on netflix culture deck you'll actually see they have they publish publicly like their unique culture and whatnot right but they give they pay out fully in cash and it's interesting you can actually as an employee you can actually choose how much of your pay goes to stocks and so you can say that hey i want like 10 or 20 of my salary to go into buying shares wow and so it's it's unique where it's like you get cash up front if you want but if you want you can also choose how much to put into stocks and it's very different like you know part of the reason people pay in stocks is so that you have a vested interest in the company uh whereas netflix is a very interesting word they don't they say okay you know to hell with it like we're just gonna give you cash right um and you know if you don't want stocks then then so be it but at the same time netflix has a very uh they're known for having more of a kind of a cutthroat culture where you know if you're not performing or whatnot then they'll let you go like pretty quickly right right um and and so they expect you to perform at a very kind of top-notch level uh and be performing at a very high level and they only hire senior level talent now what does that mean um you know sometimes it can mean you know five to ten years of experience but i've actually seen people get offers with just two years of experience at netflix in fact i had an offer from netflix with just two years of experience wow so it really depends on i wouldn't say you know when people say senior they i think they assume that it's like this mystical like you know five ten whatever years of experience but it can be early in your career that you can join a company like this right and it really just depends on your background opportunities you've had um what your you know how what type of work you've done in the past so it is pop you know one message i like to give away is like you know it is possible for you to get into netflix at a lower level of years of experience um and you know it's always worth giving it a shot yeah to apply and i definitely think that's good to bring up too because i think i fell into that trap a little bit too like i don't know i think it's very it's flexible in that sense too right you could have two years of experience to be a senior engineer or you could have 20 years of experience to be a senior engineer and i think a lot of it comes down to like the work you put in the stuff that you learn and um you know i think that that's important don't necessarily hold yourself to like these weird societal or company constructs where it's like you have to have this level of experience i know friends i was telling you here earlier like i know someone who's at facebook who's like an e5 or an e6 and he's like a year older than me you know and i think he has like basically three years maybe four years of experience at this point um so it's definitely doable right don't don't think that you can't be at a certain level and fight for that leveling too i think sometimes you'll get down leveled by companies and sometimes you'll also like you know you'll want to interview for a specific level and then they'll bump you down to interview for the other level um so you really gotta make sure that you're like an advocate for yourself and you push to interview uh at the level that you think you know you're fit for yeah and i mean that's actually it's funny because that's the reason why we started levels actually initially that's why the company today is called levels at fyi um it's you know when i was actually switching jobs from i was at linkedin previously i used to work at linkedin i had gotten promoted there to a senior engineer and i want to make sure that when i joined amazon i was going to come in at the right level right i didn't want to go down and go back to level one and so i was trying to find out info on okay what is the equivalent level of senior engineer at linkedin at amazon and you know it's hard to do the process of that it was hard to compare nobody had that information online and so we're like you know what let's throw up a website to like help people compare this right um and once i found out okay i'm you know i probably want to be the level two at amazon i was able to ensure like i i remember you know talking to the recruiter and the hiring manager and being like hey um i only want to interview for l5 i'm going to interview at l4 which is the first level at amazon um and you know surprisingly like you can have people within the same level have very different years of experience so yeah l5 level at amazon even within my team we had people that had maybe 10 years of experience while i only had like two years of experience and so although like you'll see that like on the bottom of this report we have like okay typically five plus years of experience or however many years of experience for this level it can really vary um and especially as you move up um just depending on your career like you'll see that within a certain level you'll have people that are you know have very little years of experience or have a huge number of years experience and it's really not based on years of experience the leveling is really based on the the scope and responsibilities and what you've done uh in the past and what you're able to contribute the level that you're able to contribute at in terms of the scope and responsibilities yeah you're totally right you have to make sure that you know when you present yourself in these interviews you're talking about if there are behavioral interviews that is i guess you're talking about or at least technically performing at the level of like a you know senior engineer whatever that level is you're interviewing for right especially in like something like system design you have to show them that you're going to interview or perform at that level when you come into the company or if you're talking about different stories from your past you have to show them scope of that level right you have to show them you're performing at that level already otherwise they have no incentive to bring you in at that level um awesome so now let's look over i guess it's staff and principal engineer maybe in like a bucket so here now we see facebook now we see amazon um and then if we go to principal engineer we also see google right so and facebook again so what what do you think about i guess that's interesting right like why why are the the more traditional i guess fang companies sort of sled like you know they're over on the right side of the scale in terms of like levels right why are they at senior engineer why are the staff engineer principal engineer not really an entry-level engineer or engineer too yeah and so um i guess quick note before i get into that is that staff and principal level engineers this is like you're literally talking about like point one less than 0.1 percent of the total population of engineers right like this is a very very prestigious level and most people actually will never make this level in their careers right um now it's it's kind of odd to say but it's it's a very high level and you're not expected to actually reach um these top two levels typically right we call the level prior actually a lot of times you'll hear like career level which means you can stay at that level your entire career and so senior engineer and most companies is that career level now why is fang like the top paying at these higher levels well one is fan can actually afford to pay these exorbitant amounts right yeah almost six hundred thousand dollars yeah almost nine hundred thousand dollars like yup almost a million dollars um as a principal engineer and you know i've actually seen reports where for example at a facebook e7 you could be making two million dollars or even more right this is basically you're almost earning millions a year which is which is huge and most small companies even if it's a you know um you know a well-funded private company they're not able to pay these insane amounts of money they just they don't have that much cash or even if they're giving it in stocks which is most of the compensation here sometimes they're not able to actually give out that much compensation right and so that's part of the reason is these companies are so like well-funded and they have such large like cash reservoirs and um and and they're able to pay that amount right so that's what you'll see at these higher levels it's typically like google facebook um a lot of the other thing right one other point i'll mention is that um more so from like a data set perspective it's actually much harder to collect data at these levels and so you'll notice for example our principal engineer we only have five ranks and the reason for that is we just simply don't have enough data at some companies to actually put them on the list and it's just because typically for example at facebook the number of engineers that are at a e7 level is probably literally less than definitely less than a hundred wow it's probably less than 50. maybe even you know less than like 25 or something like that right and so that to get someone to contribute first of all like they probably have better things to do than go in and come to our website and whatnot um but it's it's very hard to get those people to contribute and so that's part of the reason why there's there's also kind of like a data gap problem here um but we've kind of done the best we can and trying to source like verify data and things um and and pull together these uh these rankings awesome so that's a little bit by the level now so now we jump down towards the bottom of the report let's talk about location right so i think people this is like an age-old argument of like you know how much you make versus where you live versus the cost of living versus the taxes right so all this all that jazz right so here this is the top available by location um and so first off we have san francisco i don't think that that's really a shocker to anyone next we have seattle that also makes sense right there's a lot of money in seattle with amazon being headquartered there new york i think is a big tech hub now as well facebook amazon google uber all these places have companies or rather offices there um but then i jumped down a little bit further right la i guess makes sense because i think los gatos right maybe i don't really know california but i think netflix is like around l.a maybe um but like media type companies so snapchat for example is based out of la oh true sure in santa monica okay um and even a lot of the tech companies actually have presences like in la so like google um i know google amazon several companies actually have offices in la okay so that makes more sense then pittsburgh is really like a sleeper to me um i would not think pittsburgh would be number five a hundred like i would just think it'd be another city yeah like san diego six right so i think maybe san diego would be five pittsburgh is like out of nowhere i would never expect that you know i'm from new york i'm living in michigan now but i'm from new york and i would never think that like next door to me is like another huge tech up that is pittsburgh like i would not think that yeah that's the pittsburgh is a little bit unique um one of the reasons why it's on the list is because uh there's a lot of autonomous actually uh companies there's an uber atg group the autonomous group of uber as well as argo ai which is another autonomous car company they're based out of pittsburgh and so because of that those are you're talking more about like aiml professions so artificial intelligence machine learning and those tend to pay a little bit more in terms of like specialties right and because of that that's kind of why um you know it's it's become sort of a mini hub for that and you know that's kind of why they they pay more and why they're on the list right wow and then i didn't even realize this before but like this is the international cities wait so zurich is the switzerland is the number one median pay for software engineers yeah so i was actually curious about that and one of the things i i was just in my you know little research online um apparently zurich which out of europe they're one of the top paying um and most expensive places to live and so because of that i think um naturally obviously most of the rankings are based on the cost of living and stuff right because of that it it tends to be uh the first and so um yeah it's it's quite interesting that um that that they made it to number one wow that's really crazy i would never israel i could see i feel like they're like a big tech hub um it's funny denver i can see i know in colorado has like a pretty decent tech presence austin obviously is on here which i could expect baltimore i did not think boston i can assume it would be there it's kind of interesting boston because of like mit and stuff right um baltimore yeah some of these are interesting it's a lot of it has to do with like even if there's like one company that has like established like a strong foothold there um then it tends to like for example like pittsburgh right the autonomous group they tend to raise uh the salaries just by the mere present their presence being there and so in a lot of cases you'll see that there's one company that has like a pretty strong presence there and because of that it almost helps raise um you know some of the wages there now obviously um you know there's going to be a huge amount of companies that aren't able to pay this level of of wage um but you know at the same time there are companies you know that can pay that much and you know they they tend to raise averages quite a bit wow that's pretty crazy um is there anything else you want to talk about in you know by location in terms of the pay or um yeah i mean just like you know typically you you see that most in most cases this aligns with cost of living yeah at the same time you know if you do the cost of living adjustment so for example if you do like pittsburgh right even if you adjust for like cost of living and things um you know i think what you'll find is that in a lot of cases in these secondary or third level of cities is your pay is actually higher than you know the bay area or seattle in new york uh even after you adjust for cost of living and so especially now with like remote being much more common um i think what we'll start to see is you know a lot of people are gonna tend to move to these areas and you'd be surprised that you can you know you're doing quite well and some in some cases even better standard of living than you would have in the bay area in these other locations and so you know don't think that your only option is to move to one of these cities if you're not in one of these cities you know certainly look out into different cities and you know you may end up doing better than someone that's actually in those primary cities yeah for sure and it's funny too because i've seen you know i think more recently some companies have decided you know i mean a lot of companies with the pandemic have said like we're going to push a lot more workers to be remote like we're going to hire more remote workers and then also i think companies like reddit and a few others have also said like we're just going to pay you the same no matter where you live right it's like i've always thought about that where i'm like oh man like i should just go like live in hawaii or like i don't know live in the middle of nowhere or whatever and like have good internet connection and just have like an engineering job and work remotely and then you know your money goes two or three times as far right just because you're you're not living in a high cost of uh living area like new york or sf or seattle or wherever right yep yep yeah and it's interesting like companies we actually talk with the company like compensation experts at companies so a lot of the people that the people that set compensation at companies they have a title it's called compensation analyst their entire job is to just figure out pay at a company and a lot of the people that we have been talking to lately are like are actually trying to figure out how to pay for remote locations and it's a huge topic right now like and they're confused too of like actually okay how are we going to adjust cost of living and things like that right and so it's the verdict is still out i think really on on remote pay and what that'll turn out to be and so i'm actually pretty excited for 2021's rankings uh to see which companies make the list and how this list will change as remote becomes much more common and as companies start to just pay by by location or in some cases if they don't just pay by location yeah i think it'll be very interesting to see the other way i think for a lot of different reasons 2021 is going to be very very interesting year um but if anyone you know gets an offer in 2021 and they're looking for help in terms of negotiating how can they use you guys you know use levels to to leverage and make sure that they're doing i guess the best negotiating they can possible yeah um i mean the first step of negotiation is really figuring out your market worth and so we have a ton of data on companies uh where you can come and figure out okay what right what should you be uh yeah what should what should you being paid like what should you get paid right and so you have these top rankings and stuff like that and uh we have a ton of other companies as well that we have data on and um you know that's that's really the first step of negotiation is you know coming informed into the the thing um and we have a we've actually collected a bunch of tips for negotiation on our blog the other thing that we started recently is you know there's a pl like there's tons of resources online to actually learn how to negotiate but what we realize is some people still actually need some additional help in negotiation and so we actually started a service to help people negotiate their offers and so what we do is we actually have former recruiters from facebook amazon um you know tons of other companies um and we actually pair you up with them and they will help you negotiate your offer and so it's it's interesting because recruiters are the ones that you're primarily negotiating to offer with and so we're kind of turning this model on its head and where we're you know you can have a recruiter at your service to help you negotiate your offer um and it's it's really cool we've actually seen people get like over a hundred thousand dollars per year in increases obviously that's on the higher end of things but we've helped people negotiate huge amounts of money um and so you know definitely check it out i'm sure there'll be a link somewhere in the description or wherever um but you know we have a negotiation service will help you get paid more um so definitely come check out the website and and check out the service yeah and just to you know like i i really like levels personally i've used it even when i got my offer at amazon you know the first website i came to his levels to make sure that i knew what i should expect in terms of the offer in terms of the ban that i could try and negotiate within um you know or maybe outside depending on you know circumstances et cetera um but to put it in perspective like i think your guys's most popular package is like around 500 and i give you three sessions with a recruiter to talk face-to-face to or over the phone or however you guys do it that allows you to really you know get the best chance of getting more money and so like let's say i had done that let's say i paid 500 to try and use the service to negotiate with amazon if i had even gotten one more rsu right my amazon stock is over three thousand dollars so if i had used that service right paid 500 to just get even one more rsu i would actually be net positive right that would pay for itself over five times over right so yeah like it can make a big difference right 500 might seem like a lot at the moment but if you actually step back and think about it you might negotiate 10 000 more dollars 20 thousand more dollars as you just said a hundred thousand more dollars so i definitely recommend you guys check it out at the very least check out the site scroll through it's very interesting it's very important to know you're worth right now know your worst and as you guys say you know get paid not played right yep absolutely all right i think that's all i got then thank you guys so much for watching here thank you so much for being here with us i really appreciate it i think that this is a super helpful service it's all i feel like it very well aligns with what i want to do we want to help people you want to have transparency um if you guys enjoyed the video be sure to leave a like below check out this links in the description for levels.fyi and be sure to subscribe if you guys are new and we will see you guys [Music] she said baby

Channel: Kevin Naughton Jr.

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Keywords: kevin naughton jr, kevin naughton, software engineer, data structures and algorithms, software developer salary, software engineer salary, highest paying companies, programming, coding, top paying tech companies, best software engineer company, software engineering, faang, coding interviews, python, java, levelsfyi, levels fyi, programmer salary, engineering salary, tech, algorithms and data structures, top 10 tech internships, tech internships, best internships, google, snapchat, fb

Id: vYcmU4Ds1bs

Length: 33min 37sec (2017 seconds)

Published: Wed Dec 30 2020