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Snap Salary Negotiation Guide

Do we like negotiating with Snap?

Snap recruiters often claim to have a no negotiation policy except for signing bonuses. While that has not been true in our experience, they are certainly a challenging company to negotiate with.

Snap's compensation structure

  • Base salary
  • Snap Equity (see Snap RSU vesting schedule below)
  • Snap Sign-on Bonus
  • Annual Bonus

Snap's sign-on bonuses are equity-based rather than the standard cash signing bonus. There is often a quick 6-month vest, and then the remainder vests over three years.

Snap's initial RSU grant also vests over three years and has no cliff (the equity is distributed monthly). The actual number of RSUs you receive is based on a 30-day trailing average close price.

Snap does not have traditional yearly stacking stock refreshers (which are common at Google, Facebook, Apple, etc.). This is a major disadvantage. You will receive a yearly equity grant after your initial 3-year grant finishes vesting, but this does not have the same effect.

Snap performance bonus targets

The vast majority of employees at Snap get at least 75-100% of their target bonus. So, you generally should factor in the target bonus when comparing a Snap offer to another competing offer. The target % of base changes depending on level and is not negotiable. We've listed some of the target numbers below.

  • L4 – 10%
  • L5 – 15%
  • L6 – 15%

Snap's approach to remote pay

Snap is slightly less remote friendly than other tech companies. Many engineering roles at least require you to live in a state with a Snap office. However, location decisions are based on team needs and some hiring managers do have control over this / flexibility to offer remote positions across the US.

At most companies, SF/NYC pay noticeably better than LA or Seattle, but that's not always the case at Snap.

Snap's relocation package

Snap has a fairly competitive relocation policy, and for most levels, you will get $15K-$20K (more if moving with a family of course).

Most negotiable component

At Snap, the most negotiable component is the sign-on bonus. However at more senior levels, the initial RSU grant increases are sometimes the largest. Base salary is always the most difficult component to negotiate at Snap.

Does Snap require written offers?

Snap rarely asks for proof of competing offers in writing. They will, however, ask for more details like location, offer breakdown, level, etc.

Will Snap go above band if I have a strong competing offer?

It is quite rare for Snap to go above band. They are often tricky to negotiate with even within band. Your situation will need to be unique to secure an above band offer at Snap.

Is my hiring manager relationship important at Snap?

It is always beneficial to have a good relationship with your HM. Though, they do not have as much impact on negotiations at Snap.

What does the hiring process look like at Snap?

Snap's hiring process typically has four stages: phone screen, hiring manager interview, onsite, and offer stage.

Does Snap pay well compared to Facebook?

Facebook tends to pay a bit better than Snap, but Facebook is one of the best-paying companies in the industry. For Facebook E5 (roughly Snap L4 equivalent), the base and stock can go up to $220k/year and $200k/year, respectively. The Snap numbers are pretty similar, where the base can go up to $195k/year, and stock can go up to $210k/year. The Facebook annual bonus is slightly better at 15% vs. Snap at 10%. Facebook also offers traditional refreshers which Snap doesn't.

What kind of benefits does Snap offer?

Snap has good benefits compared to most companies. Health plans have no premiums and the maternity leave is six months. On the financial side, Snap has 401K matching and Mega Backdoor Roth IRA. It also offers unlimited PTO but that has pros and cons.

Snap Equity Vesting Schedule

Year 1
Year 2
Year 3
Year 4
Year 5
Year 5

Snap Levels

Snap Level









Equivalent Level at Google


Between L4 and L5

Between L5 and L6

Between L6 and L7

Senior L7



Why use us?

Our Clients Love Rora

Coming from a non-FAANG background, I was shocked to find out how much I could be earning. Before I signed up with Rora, I made the mistake of telling Amazon my current compensation. Thankfully, Rora knew exactly how to fix it and ended up getting me an offer that was 2.3X what I previously made and more than $600K higher than Amazon’s initial offer!

Through several weeks of interviews, Ganesh was always available to make sure I knew what to say for each conversation. I interviewed with start ups, Google, Facebook and Amazon and was really impressed that Rora knew the comp ranges and were able to give me tailored advice for each – even the start ups.

There ended up being two particularly complex moments in my negotiation. One of the start-ups I had a personal relationship with and I wasn’t sure how it would affect the negotiation. I like that there was a focus on my individual circumstances and that they were leveraged to get me a higher offer. The other situation is that Amazon made a mistake on my written offer and initially wouldn’t rectify it. Ganesh was able to guide me through a challenging conversation to get it resolved.

Steve Commisso
L7 Principal Software Engineer, Amazon

Thanks to Wilson and the team at Rora I got a ~$250K increase on my remote Facebook offer! I was initially worried I wouldn’t have much leverage because Facebook reached out to me, and I wasn’t interviewing anywhere else. Rora introduced me to an Amazon L7 recruiter and helped me get that process started. I didn’t even end up needing to finish the Amazon interviews, since we were able to use some early compensation conversations to justify our numbers to Facebook.

At one point I was also considering pushing for an E7 role, and they wrote up a great script for me to broach the subject with my recruiter. She ended up giving me the option to do an additional interview to be considered for the higher-level position.

The whole process was very smooth, and I wouldn’t hesitate to use the service for any future negotiations. I found the regular calls with Wilson where we walked through strategy and discussed the scripts to be extremely helpful. Not only did it help with this negotiation, but I also learned a lot of useful negotiation tactics that I’ve already started to use in other situations.

Chris Jones
E6 Software Engineer, Facebook

As an engineering leader with decades of experience and having now gone through the negotiation with the team at Rora, the only thing I can say is — get the help. Whether you realize you need it, or even if you think you don’t. Just because you have done well in engineering doesn't mean that you understand the tactics and limits of the recruiting process.

Rora helped me get a $200K increase on my original Facebook offer without any competing offers.  It was clear that Rora was deeply familiar with Facebook's negotiation playbook. I’d honestly give the experience an 11/10.

In addition, Rora guided me on how to get the position switched to a revised remote role which was a huge deal at a personal level. They showed me how to redirect FB’s questions so that I could explore the possibility of not relocating, without ever having to say no to my original offer.

E7 Hardware Engineer

This is my first FAANG role and I'm so happy I worked with Rora (thanks again Annie!) for the negotiation. My goal was to increase my Google offer, but I was in a tricky situation where I only had 1 other interview (no offer yet) at a small startup. With their guidance, I managed to get a $240K increase on my Google offer, despite Google's policy of requiring cross offers in writing to justify an increase.

The mock negotiations were a big part of why I was able to get this increase. Going into the negotiation, I assumed the key factor was what to say but I quickly learned that how you say it is equally if not more important. This was clear when over the course of the call"no" turned into "I'll see what I can do" and eventually"I think we can make this work". A big part of this was also having someone with me on the calls to provide real time guidance. This took a lot of the stress out of the situation. I can't recommend this team highly enough!

Andrei Gorbushkin
L5 Technical Program Manager, Google

After receiving several job offers, I needed to make a decision within a few days. I wanted to make sure I was getting the best offer possible, so I decided to use Rora. I was very pleased with their service. My coach, Sameer, was well prepared and had information about what compensation increases were likely possible. He provided detailed scripts covering a range of scenarios, and he did practice negotiations with me that helped me feel confident when I had the actual conversations.  

With his help I was able to increase one offer by $45k per year plus get a $50k signing bonus and then use that to increase my offer from Square, which was my first choice. All throughout he was very responsive as I was dealing with some tight deadlines and looking to wrap things up quickly. Rora's fee was only a tiny fraction of the increase they helped me negotiate, and even though they would have made more money if I had taken the highest offer, Sameer always put my goals first and never pressured me to do so. I highly recommend Rora!

L6 Software Engineer

My friend introduced me to Rora and I’m so glad they did. I initially did some calculations to see if working with them would be worth it - my final increase ended up being ~3x higher than what I had estimated to be possible!

Their data is much more accurate than anything I found online. Without Sameer's guidance, I would have never known (and would have probably been too nervous) to ask for >$800K for anAmazon L7 offer. Of course, it's not just not enough to throw out a big number, you also need to be able to justify it. Sameer guided me through negotiating an up-level at another company, which I didn’t even know was possible at my level. With their scripts, I was able to leverage my competing offer to get exec approval for my Amazon offer. They also knew all the tricks Amazon would play (e.g., assuming 15% stock appreciation) and exactly how to counter them.

My total 4-year compensation increased by $570K. I don't think I've ever had a higher ROI – I’m very thankful that this service exists!

L7 Principal Software Engineer

Maximize your Snap Offer


has a unique set of negotiation policies. If you don’t have experience negotiating with them, you risk losing out on large amounts of money because of very small mistakes.

There are many of these rules you need to know to get the highest


offer possible.

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