Negotiating at Splunk can be quite difficult as the compensation bands are narrow. They also pay fairly well to begin with, which can make it hard to use competing offers for leverage during the negotiation (though there are strategies to work around this).
Refreshers at Splunk are performance-based and not guaranteed. Splunk has historically had very strong refreshers - you could typically expect around 33% of your initial grant. However, we've been told that this policy is being re-evaluated and refreshers may not be as generous moving forward.
Splunk pays bonuses quite consistently, so this should be a factor when comparing to other offers. Its performance bonus targets are not negotiable, which is typical across the industry. Below are the percentage targets for software engineering levels:
In 2021, Splunk was one of many companies to adopt a permanent remote work model. As for its remote salary pay bands, there's still a difference based on geographic location. Generally offers are grouped into 3 tiers which have different compensation ranges for base salary and equity.
Splunk is a permanently remote company (as mentioned above). Hence, there aren't many situations where the company will require you to move for the role, and therefore no chance of a relocation package.
Splunk offer bands are quite narrow. On a comparative basis with other companies in the industry, base salary is slightly more negotiable than normal. However, at Splunk equity will still typically have the largest increase. Signing bonuses are small at Splunk but of course worth negotiating for.
They usually don't require written competing offers when negotiating but may ask for additional information regarding the offer like location, breakdown, etc.
Splunk doesn't go above band during negotiations. Your goal should be to lock in a top of band offer, which is no easy feat at Splunk.
It is always beneficial to have a strong relationship with your hiring manager. This is even more important when interviewing and negotiating with Splunk because, in rare cases, recruiters have been known to ghost candidates, and a good HM relationship reduces that risk.
The hiring process at Splunk is different for every role. However, the hiring process for a software engineer typically has five stages: phone screen with a recruiter, take home, hiring manager screen, onsite interview, and offer stage.
Square tends to pay a little better than Splunk. A Splunk software engineer salary at P3 is ~$260k/year and at Square, the total compensation for the equivalent level is around ~$275k/year. Although the base at Splunk is higher than the base at Square, this is just because Splunk is more base heavy.
Splunk's benefits package is pretty standard and you should instead focus your negotiation on Splunk's base pay, equity, and signing bonus.
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.
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.
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.
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!
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!
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!
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