Oracle Technical Program Manager Salary

How much does an Oracle Technical Program Manager make? Well, there are thousands of, shall we say, “speculative” answers to this question online. The goal of this article 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 Oracle Technical Program Manager levels. There’s also a bonus section at the bottom with tips on negotiating Oracle TPM offers!

Oracle Technical Program Manager Offer Components

  • Oracle base salary:

    Oracle base salaries, particularly Oracle Cloud Infrastructure (OCI) teams, are relatively competitive. Historically, we’ve seen OCI offers at par with companies such as Microsoft and even Google, however, the recent market turndown might have caused a decline in 2022.
  • Oracle equity (RSUs):

    Oracle RSUs vest evenly (25% a year) over a 4-year period. These shares vest annually on the anniversary of your start date (significantly slower than the industry standard of 3 months). Similar to Amazon, Oracle gives a specific number of shares in the offer and the approximate value is calculated using the 30-day trailing average share price. We’ve seen cases of Oracle offering super low RSUs if you receive an offer near the end of their fiscal year, which is in June.
  • Oracle signing bonus:

    Oracle signing bonuses can be quite competitive, particularly for OCI teams. We’ve seen instances of them going heavy on this component to compensate for lower RSUs (especially if you join by the end of their fiscal year). They usually split larger signing bonuses equally over 2 years. One significant drawback is that they reserve the right to claw back the bonus if you decide to leave within 18 months of starting.
  • Oracle performance bonus:

    Oracle does not have set targets for performance bonuses. You shouldn't factor this into your total compensation at Oracle.
  • Oracle stock refreshers:

    Oracle does not typically have guaranteed stock refreshers. Refreshers are typically only awarded to top performers.


Note: Leveling is critical to understanding compensation bands. If you aren't familiar with Oracle levels (which are quite unique), skip to the bottom to read this.

IC-3 Oracle Senior Technical Program Manager Salary

2022 Seattle Top-of-Band Numbers

Base Salary

$150K

Equity (4 years)

$300K

Yr 1 Signing Bonus

$7.5K

Yr 2 Signing Bonus

$7.5K

These are OCI TPM offers. Senior level is IC-3 at Oracle, although the compensation band lines up with Google L4.

IC-4 Oracle Principal Technical Program Manager Salary

2022 Seattle Top-of-Band Numbers

Base Salary

$180K

Equity (4 years)

$460K

Yr 1 Signing Bonus

$12.5K

Yr 2 Signing Bonus

$12.5K

Oracle Technical Program Manager Negotiation

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

First off, comp data is constantly changing. Oracle’s numbers changed substantially from 2021 to 2022 (though we've seen some pullback with the recent market downturn), 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. You can go tell your Oracle 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.

Often - leverage comes from having higher offers from other great companies - so you can tell your recruiter that you’re considering other options but would prefer Oracle if the compensation is comparable. This 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.

Another option for creating leverage is through what we call “conducting research leverage” after you receive an offer – essentially, taking time to interview the company and the people you’ll be working with. Doing this helps you collect more information about how and where you can be impactful and can slow down the negotiation process – which gives you time to collect other offers, do more market research, and build the company’s interest in getting you to sign. 

Assuming you do have a higher competing offer (i.e. above your top-of-band target) from another good company, the negotiation can still be surprisingly difficult. Oracle will try to find any differences in the offers (location, level discrepancy, non-salary comp components) and use that to justify not matching the offer. Sometimes this is very illogical (e.g. not matching an offer from a lower cost of living area), so you have to be very careful how you share your information. Knowing exactly what to say and not say on a recruiter call is key to optimizing your Oracle negotiation.

Oracle Technical Program Manager Levels

Oracle Levels

IC-3

IC-4

IC-5

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Google Levels

Junior L4

Senior L4 to Junior L5

Senior L5 to L6

Google is a useful point of comparison as its leveling system has become the industry standard. Oracle's levels, unfortunately, don't line up cleanly with Google (e.g. IC-3 which is senior at Oracle lines up with L4 at Google). This often presents challenges where incoming Oracle candidates are down-leveled. However, it can also present opportunities where you can jump a level if you play your cards right.

1:1 Salary Negotiation Support

We've negotiated more than $2M in Oracle offers. Our largest Oracle increase was $130K.

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.