Microsoft Technical Program Manager Salary

How much does a Microsoft Technical Program Manager make? Well, there are thousands of, shall we say “speculative” answers to this question online. The goal of this page is to cut through the noise and provide real data based on our experience with hundreds of tech negotiations and several thousand submitted offers. Below, we’ve listed the top-of-band compensation for multiple Microsoft Technical Program Manager levels. There is also a bonus section at the bottom with tips on negotiating Microsoft TPM offers.

Microsoft Technical Program Manager Offer Components

  • Microsoft base salary:

    Microsoft’s base salary component is fairly standard. However, its comp bands tend to be narrower compared to FAANG companies, especially at junior levels.
  • Microsoft equity (Restricted Stock Units):

    Microsoft vests equity equally across 4 years - 25% vesting each year. There is a 1-year cliff, which means you don't receive your first set of shares until the end of year 1. After that, your equity will vest every 3 months (6.25% every quarter). Your initial grant will be quoted as a dollar value, and the actual amount of shares you receive is calculated by dividing the dollar value by a "share value". The share value is usually the 30-day trailing average closing stock price before your start date.
  • Microsoft signing bonus:

    Microsoft typically only gives signing bonuses in year 1. However, for signing bonuses over $50K, they will default to splitting it over 2 years. The percentage split can be negotiated. Year 1 signing bonuses are paid within 30 days of your start date, which is preferable vs. companies that pro-rate and pay out your bonus over your first 12 months on the job.
  • Microsoft performance bonus:

    It’s important to note that Microsoft's performance bonuses can be misleading. Many recruiters will quote the high end of the range. For example, if the recruiter says that the bonus is 20% of the base salary, that usually means 15% is the target, and in order for you to get 20%, someone else on your team will get 10% (zero-sum). Performance bonuses vary by level and are not negotiable.
  • Microsoft stock refreshers:

    Microsoft does have stock refreshers but they are much smaller than companies like Google, Facebook, and Apple. The L63 target refresh was $17K in 2020 vs $150K at Facebook for the equivalent level. Stock refreshers at Microsoft also unfortunately vest over 5 years vs. the standard 4-year vesting period.

63 Microsoft Senior Technical Program Manager Salary

2022 Seattle / Redmond Top of Band Numbers

Base Salary

$162K

Equity (4 years)

$120K

Signing Bonus

$50K

Performance Bonus

15%

SF/NYC both pay better than Seattle and Redmond (listed above).

64 Microsoft Senior Technical Program Manager Salary

2022 Seattle / Redmond Top of Band Numbers

Base Salary

$185K

Equity (4 years)

$250K

Signing Bonus

$80K

Performance Bonus

15%

Total compensation at this level might still go over $300k with a more headroom in the equity.

65 Microsoft Principal Technical Program Manager Salary

2022 Seattle / Redmond Top of Band Numbers

Base Salary

$195K

Equity (4 years)

$320K

Signing Bonus

$100K

Performance Bonus

20%

Top of band equity is very rare at this level.

66 Microsoft Principal Technical Program Manager Salary

2022 Seattle / Redmond Top of Band Numbers

Base Salary

$220K

Equity (4 years)

$400K

Signing Bonus

$150K

Performance Bonus

20%

The range at this level is very wide. The segment of the band you land in depends on interviews, but then getting to the top of that segment requires excellent negotiation. We’ve seen Microsoft go above band at this level, particularly in the signing bonus but it is very rare.

67 Microsoft Principal Technical Program Manager Salary

2022 Seattle / Redmond Top of Band Numbers

Base Salary

$250K

Equity (4 years)

$800K

Signing Bonus

$150K

Performance Bonus

30%

Again, the range at this level is very wide. We did see one outlier with $900K of equity and a $400K signing bonus. All of our data and research leads us to believe this is an anomaly.

Microsoft Technical Program Manager Negotiation

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

First off, comp data is constantly changing. Microsoft’s numbers changed substantially from 2021 to 2022, and it’s critical to know the full range for each component to optimize your negotiation. 

However, counter to what many people think, having compensation data alone is not typically enough. This is particularly true at Microsoft which is known for paying below market and rarely gives top-of-band offers. You can go tell your Microsoft recruiter that $X is top of band 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.

This means you need to create leverage and make it believable that you are considering other options but would prefer Microsoft 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.

Even if you are in a perfect situation where you have a competing offer with comp higher than the top-of-band numbers you are targeting, the negotiation can still get complicated. Microsoft will often inflate numbers using stretched performance bonuses and stock refresher targets, and therefore claim they have matched the competing offer. Or, they may simply say they are unable to match your specific competing offer. 

There are dozens of rules at Microsoft that can completely de-rail a negotiation. Coming up with the right negotiation approach can feel a bit like throwing pasta at a wall – and not knowing what will stick.

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1:1 Salary Negotiation Support

We've negotiated more than $20M in Microsoft offers. Our largest Microsoft increase was $575K.

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.