FAANG Salary Comparison 2026: Google vs Meta vs Amazon vs Apple vs Netflix
FAANG companies still pay the best in tech, but compensation varies wildly between them. Meta pays senior engineers 20% more than Google at the same level. Netflix doesn't give stock at all. Amazon's vesting schedule is notoriously back-loaded. Here's the real data you need.
Data Source
All compensation figures are median total compensation from Levels.fyi's 2025 End of Year Pay Report and verified user submissions. Total compensation includes base salary, stock grants (annualized), and annual bonuses.
The Big Picture: Median Total Compensation
Let's start with the headline numbers. Here's what the median software engineer earns at each company:
| Company | Median TC (All Levels) | Entry Level | Senior Level |
|---|---|---|---|
| Meta | $455,000 | $182,000 (E3) | $501,000 (E5) |
| Netflix | $450,000 | $350,000 | $500,000+ (E5) |
| $308,000 | $181,000 (L3) | $409,000 (L5) | |
| Amazon | $270,000 | $180,000 (L4) | $408,000 (L6) |
| Apple | $280,000 | $175,000 (ICT2) | $380,000 (ICT4) |
Meta dominates the median numbers because their stock grants have been massive since the META pivot, and the stock has performed well. Netflix's high median reflects their unique all-cash compensation model—no stock options, just enormous base salaries.
Google Compensation by Level
Google's leveling runs from L3 (entry) to L11 (Fellow). Most engineers top out at L5-L6. L4 is now the terminal level—meaning you won't be managed out for staying there.
| Level | Title | Median Total Comp | Bonus % |
|---|---|---|---|
| L3 | SWE II (Entry) | $181,000 | 15% |
| L4 | SWE III | $291,000 | 15% |
| L5 | Senior SWE | $409,000 | 15% |
| L6 | Staff SWE | $537,000 | 20% |
| L7 | Senior Staff | $762,000 | 25% |
| L8 | Principal | $1,010,000 | 30% |
Google's stock vests on a 38/32/20/10 schedule (front-loaded compared to Amazon). As of April 2025, Google increased manager allocations for "Outstanding Impact" ratings, meaning top performers see even larger refreshers.
Meta Compensation by Level
Meta consistently pays 15-25% more than Google at equivalent levels. Their E5 (Senior) averages over $500K, while Google's L5 averages around $410K. The trade-off? Higher expectations and a more intense performance review culture.
| Level | Title | Median Total Comp | Base Salary |
|---|---|---|---|
| E3 | SWE (Entry) | $182,000 | $150,000 |
| E4 | SWE | $322,000 | $190,000 |
| E5 | Senior SWE | $486,000 | $230,000 |
| E6 | Staff SWE | $788,000 | $268,000 |
| E7 | Senior Staff | $1,628,000 | $359,000 |
Notice the massive jump from E6 to E7—over double the compensation. E7 is extremely difficult to reach (probably <1% of engineers), and most of the comp comes from stock ($1.2M+ annualized grants).
Amazon Compensation by Level
Amazon's compensation is famously back-loaded. The RSU vesting schedule is 5%/15%/40%/40% over four years. This means your first two years at Amazon pay significantly less than the offer letter suggests. They compensate with signing bonuses that decrease each year.
| Level | Title | Median Total Comp | Notes |
|---|---|---|---|
| L4 | SDE I | $180,000 | Entry level, 0-2 years |
| L5 | SDE II | $275,000 | Most common level |
| L6 | SDE III (Senior) | $408,000 | Senior, 5-8 years typical |
| L7 | Principal SDE | $750,000 | Very senior, org-level impact |
| L8 | Senior Principal | $1,520,000 | VP-equivalent |
Amazon's Base Salary Cap
Amazon has historically capped base salary around $185K-$200K, with the rest coming from stock and signing bonuses. This has loosened slightly in recent years due to competition, but base salaries still max out lower than other FAANG companies.
Netflix: The All-Cash Outlier
Netflix operates completely differently. No stock options. No RSUs. No bonuses. Just an enormous base salary that you can choose to partially allocate to stock purchases if you want.
| Level | Base Salary Range | Notes |
|---|---|---|
| Senior SWE | $350,000 - $500,000 | All cash, no stock |
| Staff SWE | $500,000 - $700,000 | All cash, no stock |
| Principal SWE | $700,000+ | All cash, no stock |
Netflix's approach means less upside but way more predictability. You know exactly what you're getting paid, and you don't have to worry about stock performance. The downside? You miss out on potentially massive gains if other companies' stocks soar.
Level Equivalents Across FAANG
When comparing offers, you need to understand how levels map. Here's the rough equivalence:
| Meta | Amazon | Apple | |
|---|---|---|---|
| L3 | E3 | L4 (SDE I) | ICT2 |
| L4 | E4 | L5 (SDE II) | ICT3 |
| L5 | E5 | L6 (Senior) | ICT4 |
| L6 | E6 | L7 (Principal) | ICT5 |
| L7 | E7 | L8 (Sr. Principal) | ICT6 |
Which FAANG Pays Best at Each Level?
Based on median total compensation data:
- Entry Level: Netflix ($350K) > Meta ($182K) > Google ($181K) > Amazon ($180K)
- Senior Level: Meta ($486K) > Netflix ($450K) > Google ($409K) > Amazon ($408K)
- Staff Level: Meta ($788K) > Google ($537K) > Netflix ($550K) > Amazon (~$500K)
- Principal+: Meta ($1.6M) > Amazon ($1.5M) > Google ($1M)
Netflix only hires senior-and-above, so their entry-level numbers are actually for senior roles. For early-career engineers, Meta offers the best combination of compensation and growth opportunity.
Beyond the Numbers: What to Consider
Stock Vesting Schedules
- Google: 38/32/20/10 - Front-loaded, you get more early
- Meta: 25/25/25/25 - Even distribution quarterly
- Amazon: 5/15/40/40 - Back-loaded, painful early years
- Apple: 25/25/25/25 - Even distribution annually
Performance Review Risk
- Amazon: Stack ranking, PIP culture, high turnover
- Meta: Rigorous calibration, "meets expectations" can be a problem
- Google: Historically relaxed, tightening recently
- Netflix: "Keeper test"—would your manager fight to keep you?
Work-Life Balance (Varies by Team)
- Google: Generally good, some teams more intense
- Meta: High expectations, especially on Reality Labs/AI
- Amazon: Notorious for intensity, on-call culture
- Netflix: High performers only, "adequate performance gets severance"
How to Negotiate Between FAANG Offers
If you have competing FAANG offers, here's what actually works:
- Get the level right first. A higher level at one company might pay more than a lower level at a "higher paying" company.
- Compare total comp over 4 years. Amazon's back-loaded vesting means Year 1 looks great on paper but pays less.
- Use competing offers explicitly. Recruiters have latitude to match competitive offers, especially for strong candidates.
- Negotiate signing bonus and refreshers. These are often more flexible than base salary or initial stock grants.
- Consider stock performance risk. Netflix's all-cash model means no downside if tech stocks tank.
The Bottom Line
For pure compensation, Meta currently leads at most levels. For stability and predictability, Netflix's all-cash model wins. For work-life balance, Google historically edges out. Amazon pays competitively but demands the most intensity. Apple pays slightly less but offers the most prestigious brand.
The "best" choice depends on your career stage, risk tolerance, and what you value beyond compensation. A 20% pay bump isn't worth it if you burn out in 18 months.
Sources: Levels.fyi 2025 End of Year Pay Report, Levels.fyi company salary pages (Google, Meta, Amazon), company earnings reports, and verified user submissions. Data reflects median compensation as of late 2025.