The jump from junior to senior isn't just about years—it's a 113% salary increase on average. From $78K at entry level to $165K at senior, and potentially over $700K at principal level, here's exactly what you can expect to earn at each stage of your engineering career.

Entry Level / Junior Engineer (0-2 Years)

Entry-level engineers at FAANG companies can expect total compensation of $180K-$220K, which includes base salary, signing bonus (typically $20K-$50K), and RSU grants. At Google, an L3 earns a median of $181,000 total comp. At Meta, E3s start around $182,000.

Outside of big tech, expect $78,000-$95,000 base salary. The median entry-level salary nationally is around $78,000, though this increases to $100,000+ in major tech hubs like Silicon Valley, Seattle, and New York.

What Companies Expect

• Can complete well-defined tasks with guidance
• Writes functional code that requires review
• Learning codebase patterns and best practices
• Needs support for debugging complex issues

Mid-Level Engineer (2-5 Years)

The mid-level represents the biggest hiring pool in tech. At Google, L4 engineers earn a median of $291,000 total comp. At Meta, E4s earn around $322,000. At Amazon, L5 (SDE II) earns approximately $275,000.

This level typically takes 2-4 years to reach from entry level. The L4-to-L5 promotion at Google is considered the hardest—many engineers spend 3-5 years here before advancing.

What Companies Expect

• Works independently on medium-complexity projects
• Makes solid technical decisions within a defined scope
• Mentors junior engineers occasionally
• Contributes to design discussions

Senior Engineer (5-8 Years)

Senior is where compensation starts to get serious. At Google, L5 engineers earn a median of $409,000 total comp. At Meta, E5s earn around $486,000. At Amazon, L6 (Senior SDE) earns approximately $408,000.

The senior level represents the "terminal" level at most companies—you can stay here indefinitely without performance concerns. Many excellent engineers choose to remain at this level rather than pursuing management or staff tracks.

What Companies Expect

• Owns significant features or systems end-to-end
• Makes architectural decisions that affect team velocity
• Mentors mid-level and junior engineers regularly
• Identifies and solves problems proactively
• Influences technical direction of their team

Staff Engineer (8+ Years)

Staff is where you cross into rarified territory. At Google, L6 earns a median of $537,000. At Meta, E6s earn around $788,000. Only about 10-15% of engineers reach staff level.

At this level, the majority of compensation comes from stock—often 50-60% of total comp. Base salaries are relatively similar across FAANG ($250K-$300K), but stock grants vary enormously based on performance ratings and company.

What Companies Expect

• Technical leadership across multiple teams
• Drives architectural decisions at the organization level
• Sets technical direction and standards
• Unblocks other teams and resolves cross-team conflicts
• Recognized as an expert in their domain

Senior Staff / Principal Engineer (10+ Years)

At Google, L7 (Senior Staff) earns a median of $762,000. At Meta, E7s earn a staggering $1,628,000 median total comp—most of that from stock grants exceeding $1.2M annually.

These roles are extremely rare. Probably fewer than 1-2% of engineers ever reach this level. At this point, you're essentially a VP-equivalent without direct reports—setting technical direction for entire product areas or the company.

Distinguished / Fellow (Very Senior)

At the very top, compensation exceeds $1M-$4M annually. These are household names in tech— people who invented frameworks you use daily or wrote papers that changed the field. There might be a few dozen at each company.

The Complete Progression Summary

Factors That Affect Your Level Compensation

How to Level Up Faster

1. Seek high-impact projects. Level promotions require demonstrated impact, not just time served.
2. Get visible sponsorship. You need a senior leader advocating for you in calibration meetings.
3. Document your impact. Keep a brag document updated with quantified achievements.
4. Consider switching companies. External hires often get leveled higher than internal promotions.
5. Build T-shaped skills. Deep expertise in one area plus broad knowledge across many.