Google Product Manager Salary

How much does a Google Product Manager make? Well, there are lots of, shall we say “speculative” answers to this question online. The goal of this page is to cut through the noise and provide the real data based on our experience with 100s of tech negotiations and 1000s of submitted offers. Below, we’ve listed the top of band compensation for multiple Google Product Manager levels. There is also a bonus section at the bottom with info on negotiating Google Product Manager offers.

Google Product Manager Offer Components

  • Google base salary:

    Google's base salary component is in line with industry standards. The range is relativity small and the salary band changes based on location
  • Google equity (RSUs):

    Google switched its equity vesting schedule in early 2021. You still vest over 4 years but you now receive most of your equity in the first 2 years - 33%, 33%, 22%, 12%. At first glance this is a positive change, but they use it during negotiations to inflate the year 1 value and avoid matching competing offers. The shares you receive will be distributed every month, which is the most frequent vesting cadence in the industry
  • Google signing bonus:

    Google only gives signing bonuses in year 1 (unlike some other companies such as Amazon, Uber, etc.). Its signing bonus component is middle of the pack - usually lower than Facebook but higher than companies like Microsoft
  • Google performance bonus:

    Google has very stable performance bonuses (~80% of people hit targets). Each level has different bonus target which you will see listed below. These are not negotiable
  • Google stock refreshers:

    Google recruiters will use refreshers as justification for not matching year 3 and 4 equity from competing offers. This is fairly disingenuous as many other companies have the same or stronger stock refreshers as Google (especially Apple and Facebook). The standard assumption at Google is that you will receive 25% of your initial grant as a new refresher grant each year. However, you often don't start receiving these until the end of year 2


Note: levelling is critical to understanding compensation bands. If you aren't familiar with Google levels, skip to the bottom to read this.

IC4 Google Product Manager Salary

2021 Top of Band Numbers

Base Salary

$170K

Equity (4 years)

$400K

Signing Bonus

$35K

Performance Bonus

15%

Google frequently downlevels candidates and because of that has a higher % of above band offers for L4 PMs vs. other companies.

IC5 Google Product Manager Salary

2021 Top of Band Numbers

Base Salary

$190K

Equity (4 years)

$500K

Signing Bonus

$50K

Performance Bonus

15%

IC6 Google Product Manager Salary

2021 Top of Band Numbers

Base Salary

$225K

Equity (4 years)

$900K

Signing Bonus

$50K

Performance Bonus

20%

We have negotiated Google L6 PM offers with equity above $1M, however, that required above band approval.

IC7 Google Product Manager Salary

2021 Top of Band Numbers

Base Salary

$265K

Equity (4 years)

$1.4M

Signing Bonus

$75K

Performance Bonus

25%

This is noticeably lower than FB L7 PM. For most of 2021 Google had L7 and L7.5, but it was announced that L7.5 would be phased out in early 2022 and L6 would become Senior PM and L7 would become Group PM.

Google Product Manager Negotiation

So now you've got the compensation data, are you ready to negotiate? Not quite.

First off, comp data is constantly changing. 2022 numbers are coming in higher than the 2021 numbers listed above, and it’s critical to know the full range for each component to optimize your negotiation. But even more than that, many people think knowing the compensation data is the most important part of a negotiation, but it’s not. You can go tell your Google recruiter that you read online that top of band is $X and that you want that number, but in 90% of cases that won’t work. So what will?

Companies negotiate when they believe you won’t accept their offer. But, since you just finished a long and arduous interview process with them, they know you are likely to accept the job unless you have higher competing offers from other great companies.

This means you need to create leverage and make it believable that you are considering other options but would prefer Google if the compensation is comparable. This sounds easy but quickly becomes challenging if you don’t have other offers or if your other offers aren’t higher than the top of band comp numbers you are targeting.

If you are lucky enough to have a competing offer with numbers above top of band, Google negotiations are often still tough. Google has tons of situation specific rules. For example, if you are negotiating a Google Bay Area PM offer and have a higher offer from Facebook Seattle, we've seen Google recruiters refuse to match that because of "location". That is of course a ridiculous excuse since the Bay Area is a higher paying market, but you need to be prepared to handle these situations. Google will also refuse to match private company equity (e.g. TikTok) and apply a 25% discount. We've seen this derail negotiation plans. And of course most people have heard of their requirement to see competing offers in writing, which is possible to avoid if you follow the right steps. The Google compensation team is essentially a black box, however, with enough testing you can start to piece together what inputs can reliably be turned into a specific output.

Google Product Manager vs. Facebook Product Manager Pay

Google is one of best paying companies for PM roles. However, below we're going to compare them with Facebook, the company that has the highest top of band for PMs among big tech firms. While this comparison should certainly expand beyond just pay, we'll lay out the high-level salary trends between the two companies. Caveat, of course individual circumstances apply here, and Google is more willing to go above band vs Facebook.

L4 PM is the only level where Google has a higher top of band total compensation vs Facebook. The difference in total compensation increases the higher the level. At L7 in 2021 Facebook was able to pay $900K/year + $100K signing bonus whereas Google was closer to $700K/year + $75K signing bonus. Google's 33/33/22/12 structure inflates the first year offer value but for the sake of a fair comparison we look at the four year average. Google recruiters may occasionally claim that their stock refreshers make up the difference in year 3 and 4, but that is simply false. FB's refresher packages are generally better than Google, so that tips the scales even more in Facebook's favor. Lastly, it's  worth noting that FB will almost always offer higher signing bonuses for PM vs Google. This page has the detailed data breakdown for Facebook Product Manager salaries by level.

Now, we don't want this to come across as completely one-sided. There are many good reasons to choose Google over Facebook. WLB is a clear plus in Google's favor, team specific factors come into play, and in some rare circumstances we've actually seen Google beat Facebook offers when they give above band offers (something FB almost never does).

Below is a product manager level comparison between Google and Facebook. However, Google is phasing out L7.5 in 2022 and will more closely match Facebook's existing levelling system.

Google Product Manager Levels

Google Level

APM 1 & 2

Product Manager 1 (L4)

Product Manager 2 (L5)

Product Manager 3 (L6)

Senior PM (L7)

Group PM (L7.5)

Director of Product (L8)

=

Equivalent Level at Facebook

RPM

IC4 PM

Between IC4 and IC5

IC5 PM

IC6 PM / M1 PM 

IC7 PM  / M2 PM

IC8 PM / D1 PM

1:1 Salary Negotiation Support

We've negotiated more than $25M in Google offers this year. Our largest Google increase was $720K.

Negotiation strategy

Step 1 is defining the strategy, which often starts by helping you create leverage for your negotiation (e.g. setting up conversations with FAANG recruiters).

Negotiation anchor number

Step 2 we decide on anchor numbers and target numbers with the goal of securing a top of band offer, based on our internal verified data sets.

Negotiation execution plan

Step 3 we create custom scripts for each of your calls, practice multiple 1:1 mock negotiations, and join your recruiter calls to guide you via chat.