Arslan Ahmad

May 6th, 2025

Understanding FAANG Software Engineer Job Levels and Career Paths

Check out the ultimate guide to FAANG software engineer job levels to understand titles, experience, salaries & promotions.

Navigating career growth at FAANG companies (Facebook/Meta, Amazon, Apple, Netflix, Google) can be confusing due to each company’s unique job leveling system.

What does it mean to be a Meta E5 vs Google L5, or an Amazon SDE II vs Apple ICT3?

If you are someone wondering what this means, we have got you.

This comprehensive guide breaks down the software engineer levels at FAANG companies. We’ll explain each level’s title, typical years of experience, expectations, FAANG compensation ranges, and promotion timelines.

Whether you’re a junior developer aiming for a FAANG job or a mid-level engineer comparing offers, this guide will help understand FAANG job levels so you can plan your career effectively.

Understanding FAANG Job Leveling Systems

Every FAANG company has a structured leveling system for software engineers, but each uses different terminology:

Meta (Facebook) uses the E prefix (Engineer) for individual contributor levels. New graduates typically start at E3, and levels go up to E10 for the most senior engineers. For example, an entry-level Meta engineer is E3, whereas a top technical fellow is E10.
Google uses numbered L (Level) codes. A new grad/junior role is L3 at Google, progressing up to L10 for an esteemed “Google Fellow”. In other words, Google’s entry-level is L3 (often called Software Engineer II).
Amazon uses the title “SDE” (Software Development Engineer) with levels I, II, III, and so on, mapped to internal level numbers. SDE I is entry-level (engineers of this level are typically L4 internally), SDE II is mid-level (L5), SDE III is senior (L6), and above that are Principal Engineers (L7 and higher).
Apple uses ICT (Individual Contributor Technical) levels. Entry-level is ICT2, then ICT3, ICT4, etc., up to ICT6. Rather than unique titles at each level, Apple often just uses “Software Engineer” plus a level indicator, or sometimes generic roman numerals (Software Engineer I, II, III…). For instance, ICT4 generally corresponds to a Senior Software Engineer.
Netflix historically had a very flat structure – most engineers were simply “Senior Software Engineers” without formal levels. However, in recent years Netflix introduced an IC leveling system from E3 up to E7. These roughly align with other companies’ levels (E5 at Netflix is a Senior Engineer, E6 Staff, E7 Principal, etc.). Netflix’s change was aimed at providing clarity and consistency for career growth and compensation.

Despite differing terms, these leveling systems all serve to standardize roles, responsibilities, and pay scales across large organizations. Typically:

Junior engineers (entry-level) handle well-defined tasks with mentorship.
Mid-level engineers work more independently on moderately complex features.
Senior engineers lead large projects or features, mentor others, and have broad impact.
Staff and Principal engineers drive technical strategy, architecture, and cross-team alignment at org or company scale.

It’s important to know that many companies have a “terminal level” for individual contributors – a level where one can remain indefinitely without pressure to get promoted further.

At Meta this is E5 (Senior Engineer), at Google it’s often L4, at Amazon it’s SDE II, and at Apple it’s ICT4.

Reaching these senior levels means you’re considered a solid, long-term engineer; promotions beyond this (to Staff or Principal) are much rarer and require exceptional scope and leadership.

Below, we’ll dive into each company’s leveling in detail.

Meta (Facebook) Software Engineer Levels

Meta’s software engineering levels range from E3 up to E10 for individual contributors.

Here’s a breakdown:

E3 – Software Engineer (Entry-Level): This is Meta’s entry point for new graduates or engineers with ~0–2 years of experience. E3s are expected to write production-quality code for individual tasks with some guidance. They should be proficient in fundamental coding, debugging, and able to learn quickly. Soft skills (communication, feedback) are also important as they integrate into teams. Promotion: E3 engineers are usually expected to be promoted to E4 within ~1.5–2 years, given a strong growth mindset and mentorship. Compensation: An E3 at Meta has a total compensation around $150K-$ 180K (for example, ~$175K including base, bonus, and stock) in the US.
E4 – Software Engineer (Intermediate): Meta E4s are mid-level engineers (often 2–5+ years experience). They can deliver complete features or projects fairly independently. At E4, you take ownership of technical specs, collaborate across teams, and begin providing mentorship through code reviews. You’re a reliable contributor who needs minimal hand-holding. Promotion: Many engineers reach E4 by ~2 years in, and might spend a couple of years at this level. The jump to E5 typically comes after proving you can handle end-to-end ownership and increased scope.
E5 – Senior Software Engineer: E5 is a Senior Engineer at Meta and considered the “terminal” IC level for most (only ~15% of Meta’s engineers go beyond E5 to E6). Senior engineers at Meta own a problem space or project end-to-end – they define the technical vision, drive execution, and often lead a small team or mentor others to deliver results. E5s set and uphold the quality bar, and are trusted to drive projects through others, not just their own output. Many first-line engineering managers (M1) are roughly equivalent to E5 in scope. Years of Experience: typically 5–10+ years to attain E5, though high performers can get there faster. Promotion: There is an “up or out” expectation at Meta that engineers should progress from E3 to E5 within about 5 years. Once at E5, however, one can remain and have a successful career without further promotion pressure. Compensation: Senior engineers at Meta are well-compensated, often mid to high six-figures in total annually (including salary, bonus, and Facebook RSUs). For example, some E5s in the U.S. might be in the $300K-$ 500K total comp range, depending on performance and stock value.
E6 – Staff Software Engineer: E6s are Staff Engineers, which is a big leap in scope and impact. A Meta E6 influences engineering efforts across multiple teams and handles the most complex, ambiguous problems. They help set team roadmaps, make architectural decisions, and often play a tech lead role coordinating several engineers or projects. Staff engineers may fill in for managers or product leads as needed, and are expected to influence beyond their immediate team, advocating for engineering excellence across the organization. Years: often 8–15+ years of experience to reach E6 (many E6s have a decade or more under their belt). Only a small fraction of engineers achieve this (E6 and above might be ~15% of Meta’s eng population). Compensation: E6s see higher equity grants; total comp is frequently $500K+.
E7 – Senior Staff Software Engineer: E7 is a Senior Staff Engineer, representing an elite ~3% of Meta engineers. At this level, an engineer’s impact is org-wide. E7s typically drive programs that span multiple teams or even divisions, tackling technical challenges at a broad scale (for instance, leading the engineering strategy for a major product area). They think 2–3+ years ahead and might oversee the work of dozens of engineers through technical influence (without direct reporting lines). Reaching E7 requires exceptional leadership, technical depth and breadth, and the ability to “level up” entire teams of engineers. Many E7s are essentially acting as architects or technical directors for major initiatives.
E8 – Principal Engineer: E8 is a Principal Engineer, an industry-level expert. E8s have impact beyond Meta itself – often influencing industry direction or pioneering new tech. They might champion a specific technology or domain across the whole company. At this level, an engineer often drives technical, cultural, or process changes that help Meta as a whole move faster and innovate. E8s are extremely rare (far less than 1% of engineers) and are often widely recognized names in their field.
E9 – Distinguished Engineer: Meta E9 is a Distinguished Engineer. These are legendary engineers with massive influence. Fewer than 50 engineers at Meta have ever reached E9. E9s typically work on company-critical technical strategy, mentoring other senior engineers, and often have an almost executive-level impact. Compensation for E9 is astronomical – over $2.5M annually in the US for some, through salary and stock. They exemplify scaling one’s influence through others to achieve outsized results.
E10 – Engineering Fellow: This is the highest official level at Meta, essentially on par with a Google Fellow. E10s at Meta are extremely few (single digits) and are usually people who have contributed at a historic level to Meta’s success over many years. They are often internal pioneers groomed over a long career – Meta does not hire directly into E10. For example, former CTO Mike Schroepfer was named a Senior Fellow. E10s work on Meta’s hardest, most strategic technical challenges, often working directly with the CTO and top leadership.

Learn everything about the Meta interview.

Meta Promotion and Growth

Meta is known for a fast-paced culture that expects engineers to continuously grow. There is a notion of “up or out” at junior levels – engineers are generally expected to reach Senior (E5) in a certain timeframe (around 4-5 years), otherwise it could stagnate their career.

However, beyond E5 (the terminal level), promotions are not mandatory and become much more competitive.

Each jump from E5 -> E6 -> E7 is increasingly difficult and requires demonstrating impact at significantly larger scales.

Meta provides a well-defined rubric for these levels and encourages internal mobility and learning. Aligning your work with Meta’s core values (e.g. Move Fast, Impact, Build Awesome Things) is crucial for performance reviews.

Check out the Meta software engineer interview handbook.

Google Software Engineer Levels

Google’s software engineering levels are labeled with L3, L4, L5, ... L10. Many in the industry casually refer to engineers by these level codes.

Here’s how Google’s ladder breaks down:

L3 – Software Engineer II (Entry-Level)

This is Google’s entry level for full-time software engineers (new graduates, and sometimes those with <1 year experience).

Despite being entry-level, Google calls it Software Engineer II internally (as if there’s an implicit level I for interns). An L3 engineer is expected to write clean code, fix bugs, and begin contributing to design discussions on small projects. They work closely under mentorship from more senior team members.

Years of Experience: 0–1 (most L3s are fresh grads or master’s grads).

Promotion: Many L3s get promoted to L4 within ~1.5–2 years after they’ve proven they can take on bigger tasks independently.

L4 – Software Engineer III (Mid-Level)

L4s are fully contributing software engineers, often with ~2–5 years of experience (or Ph.D. new grads). An L4 at Google takes on more complex coding tasks and begins to design components or features.

They can work fairly independently and even lead small project teams. At L4, an engineer might own a medium-sized project or feature from design to launch. They are also expected to mentor interns or L3s in a limited capacity.

L4 is considered a terminal level for many Google engineers – one can have a stable career at L4 without necessarily moving up further.

Compensation: Google L4 engineers (in the US) earn a total comp around the high $200Ks; one source cites roughly **$ 280K/year** on average including salary, bonus, stock.

L5 – Senior Software Engineer

L5 is Google’s Senior Engineer level, roughly equivalent to a “Senior SWE”. This is a big step up – L5s are expected to lead major projects and design complex systems. They often act as a tech lead for a team or a major component, coordinating the work of several other engineers.

L5s regularly make significant technical decisions, review designs of others, and mentor junior members. This level is also considered equivalent to a Manager I in Google’s parallel management track (many first-line managers are L5).

Years of Experience: Typically 5-8+ years. Externally, Google often hires strong candidates with ~6-10 years experience into L5.

Promotion: Moving from L4 to L5 requires demonstrating leadership and impact beyond one’s individual contributions, e.g. designing a system, owning it end-to-end, and helping others deliver.

Compensation: L5s are very well-paid; the average total compensation is around $350K-$ 380K per year. (This can vary by location and stock grants – e.g. an L5 in the Bay Area was around $395K median).

L6 – Staff Software Engineer

L6 is a Staff Engineer at Google (also equivalent to a Manager II in the management track). This is a senior IC role; L6s have cross-team or even org-wide influence. They might lead the engineering for a large project or a whole product area, coordinating multiple teams or components.

L6s are expected to solve extremely complex, ambiguous problems and are often the go-to experts/architects in their domain. They mentor other seniors and often review design docs across teams.

Many L6 engineers have some reports or act in a tech lead/manager hybrid capacity for large efforts.

Years of Experience: often 8-15+ years. It’s common that only strong performers who continue to grow make it to L6.

Compensation: L6 is where total comp jumps into mid/high six figures – often $500K+ (e.g. \~$ 518K average as per some data). Significant stock grants are a key part of comp at this level.

L7 – Senior Staff Software Engineer

L7 is Senior Staff, an extremely senior IC (equivalent to a Senior Manager / Director on the management side in terms of influence).

L7s drive technology strategy for major parts of Google – think of owning the backend architecture for all of Google Photos, or being the technical lead for the core Search indexing team, as examples.

The scope is very large (impacts dozens of engineers and multi-year roadmaps).

L7s often have broad leadership without formal authority – they might have a few tech leads (L6s) reporting indirectly to them for a project, or they run a working group that spans departments.

Reaching L7 is a rare achievement; it requires not just excellent technical skills but also strong leadership, communication, and a track record of high-impact successes.

Compensation: can approach or exceed ~$650K on average, often with large stock refreshers for retention.

L8 – Principal Engineer

L8 is a Principal Engineer at Google, which is considered on par with a Director level in terms of impact (though still an IC role).

L8s are elite engineers who define technical direction for entire Google divisions. They might be responsible for the architecture of Google Cloud’s storage systems, or the overall security architecture across all products – the scope is enormous.

L8s partner with Directors and VPs on planning and can make decisions that affect hundreds of engineers’ work. Very few engineers reach L8.

Compensation: L8s commonly have seven-figure compensation (the average total comp is reported around $1M+, heavily weighted in stock).

Promotion beyond L8 is exceptionally rare and often involves a formal promotion committee at the executive level.

L9 – Distinguished Engineer

L9 is Distinguished Engineer, a title given to Google’s top technical leaders.

L9s are often industry luminaries and usually have influence across the entire company or an entire field of technology. This level is not always explicitly published, but it exists for a handful of engineers.

L10 – Google Fellow

The highest level (L10) is the Google Fellow, which is an honor bestowed on the most distinguished engineers (think Jeff Dean or Sanjay Ghemawat).

These are visionary leaders who have contributed at a level that few ever will, often creating or co-authoring fundamental technologies that Google (and the world) use.

There’s also Senior Google Fellow (sometimes referenced as L11) for perhaps the single most accomplished individuals. These levels are extremely prestigious and correspond to a role akin to an SVP of Engineering in influence (without the people management).

Google Promotion Timelines

Google is known for rigorous promotion criteria. L3 to L4 usually happens in ~2 years if performing well. L4 to L5 might take another 2-3 years. L5 to L6 is a significant jump and can take longer (3-5+ years, and not everyone makes it).

Unlike some companies, Google does not enforce strict timelines with PIP for promotions at those levels; however, staying too long at L3 might signal underperformance.

The concept of “terminal level” at Google is often L5 or L4 – many career engineers stay at L5 (Senior) without going to Staff, and that’s acceptable.

To get to L6 and above, one must proactively take on larger leadership roles.

If you’re targeting a higher level during hiring, be prepared to demonstrate system design and leadership skills commensurate with that level (for instance, external hires at L6/L7 will face intense scrutiny on architectural expertise).

To excel in those areas, check out the Google software engineer interview handbook.

Amazon Software Development Engineer (SDE) Levels

Amazon’s leveling system for engineers centers around the “SDE” title and corresponding internal level numbers (L4, L5, etc.).

Key levels for Amazon’s individual contributor engineers are:

SDE I (L4) – Entry-Level Engineer

New grads or entry-level hires start as SDE I at Amazon, which is internal level 4.

As an SDE I, you’re an active coder and contributor on a team, writing and debugging code for defined tasks. You are learning Amazon’s massive distributed systems and “Leadership Principles”-driven culture. SDE I’s typically work under close guidance of SDE IIs or Seniors.

Promotion: After about 1.5–2 years of solid performance, an SDE I is usually promoted to SDE II. (Amazon tends to hire capable engineers, so progression to SDE II is expected fairly quickly if you’re performing.)

SDE II (L5) – Mid-Level Engineer

SDE II is the core engineering level at Amazon (L5). These engineers have 2+ years of experience (often 3-6 years) and can independently own moderate-to-large sized features.

They design components, write and review code, and are fully integrated team members. SDE IIs at the senior end might function almost like seniors elsewhere – indeed, Amazon’s SDE II band is known to be broad.

Some SDE IIs with many years of experience might be performing at a senior level but still have the SDE II title, whereas others are newer in the band. This wide band means that when SDE IIs move to other companies, those on the higher end often map to senior levels externally.

Within Amazon, SDE IIs start taking on mentorship of SDE I’s and are expected to uphold Amazon’s bar on operational excellence (e.g., on-call rotations, handling scale).

Promotion: There isn’t a forced timeline, but many SDE IIs will be ready to be considered for SDE III (Senior) after demonstrating leadership and consistent delivery for a few years at L5.

SDE III (L6) – Senior Software Engineer

SDE III is Amazon’s Senior Software Development Engineer level (L6). These are experienced engineers (commonly 8+ years of experience) who lead large complex projects and often serve as the tech lead of a team.

An L6 Senior SDE at Amazon designs systems that scale to Amazon’s vast customer base, drives improvements in system architecture, and mentors SDE I/II on the team. They are expected to make technical decisions with huge business impact (e.g., design the storage system for a new AWS service, or significantly refactor a core service for better performance).

Many Amazon Senior SDEs also coordinate across multiple teams, since Amazon’s services are highly interdependent.

Communication and ownership are huge at this level – Amazon expects SDE IIIs to embody the leadership principle “Ownership” (thinking long-term, and not saying “that’s not my job” when something needs doing).

Compensation: A senior SDE (L6) at Amazon might have a total compensation roughly in the mid-to-high $200K range (Amazon tends to have lower base salaries but large stock refreshers, and their stock price growth has historically been strong).

For example, an Amazon SDE III’s base salary might be capped around $160K-$ 170K (due to Amazon’s base cap policy), but additional stock grants can bring the total up a lot.

Principal SDE (L7)

L7 at Amazon is Principal Engineer, a very senior individual contributor on par with a director-level. Principals are technical leaders of the entire organization or product line. There may be only one Principal Engineer in a large org (or none in smaller orgs). They set technical vision, resolve the hardest tech disputes, and often invent new systems or approaches.

For instance, a Principal might design the architecture for Amazon’s drone delivery network, or create a new machine learning platform used by multiple teams. They also act as bar-raisers in hiring and are often consulted by VPs on major decisions.

Years of Experience: often 10+ years, but more importantly a record of outstanding engineering achievements is needed. Promotion to L7 is very tightly managed; many strong engineers remain at L6 for their career, and only a select few make L7.

If you are hired into Amazon at L7, it usually means you have a history (possibly from another company) of operating at a staff+/principal level.

Compensation: Principals at Amazon receive significant stock grants. Total comp is often in the high six figures and can reach ~$500K or more for top performers (though Amazon’s comp structure is somewhat leveled out at the very high end compared to some peers).

Amazon also confers the official title “Principal Engineer” at this level, which is recognized across the industry.

Senior Principal (L8) and Distinguished Engineer (L10)

Beyond L7, Amazon has L8 Senior Principal Engineers, and a Distinguished Engineer title (which is said to map to L10, as Amazon skips L9). These levels are extremely rare.

An L8 Senior Principal might be essentially a company-wide expert, possibly overseeing tech strategy for an entire Amazon business unit (like all of Amazon Logistics tech).

Distinguished Engineers at Amazon are legends (e.g., James Gosling was hired as an Distinguished Engineer). They are often at a VP level in rank, advising the CEO and senior leadership on technology.

It’s worth noting that at these levels, Amazon often considers them practically on the executive track – many Distinguished Engineers are as influential as VPs of engineering.

Amazon Career Tips

One notable aspect of Amazon is its strong leadership principle culture. Demonstrating those principles (Customer Obsession, Ownership, Invent & Simplify, etc.) is crucial at every level and in interviews.

Promotions at Amazon require you to show you’re already performing at the next level consistently. For example, to get promoted to Senior SDE (L6), you should already be leading projects and mentoring others as an SDE II. The flip side of Amazon’s broad bands is that you have flexibility to grow within your role.

However, it also means you should advocate for yourself during hiring: if you have prior experience, make sure you’re being considered for the appropriate level.

For instance, an engineer with 5-6 years might be a fit for SDE II or even SDE III depending on impact.

If you have another offer at a higher level (say Google L5), you can discuss this to avoid being under-leveled at Amazon.

When negotiating, it’s key to look at the total compensation including Amazon’s stock vesting (which is backloaded in years 3 and 4).

You might want to negotiate on additional stock refreshers or sign-on bonuses if you feel the level’s pay band is not meeting your expectations. (For more on negotiation strategies, see our tips on how to negotiate salary at FAANG companies.)

Also, check out the Amazon software engineer interview handbook.

Apple Software Engineer Levels (ICT Levels)

Apple’s individual contributor levels are known as ICT (Individual Contributor Technical) followed by a number.

The common levels for software engineers are ICT2 through ICT6, with ICT2 being entry-level and ICT6 very senior.

Apple doesn’t publicize specific “titles” per level (all are usually just titled “Software Engineer” on business cards), but roughly it works as follows:

ICT2 – Software Engineer I (Junior)

This is Apple’s entry-level for new grads (or those with ~0-2 years experience). ICT2s are junior engineers who work on a team under close mentorship. They focus on coding tasks, fixing bugs, and learning Apple’s codebase and practices.

Typically, an ICT2 might be called Junior Software Engineer in casual terms.

Promotion: Many engineers don’t stay long as ICT2; it’s common to move to ICT3 in about 1-2 years as one gains experience.

ICT3 – Software Engineer II

ICT3 is a mid-level engineer at Apple. Engineers at this level have a few years of experience and can work independently on moderately complex tasks. They are fully ramped up in their team’s codebase and contribute to design discussions.

ICT3s might implement significant features with guidance on the overall design from senior folks.

Years of Experience: Perhaps 2-5 years. Some senior new hires (with, say, 4-5 years experience) might start at ICT3. This level is analogous to a standard Software Engineer at other companies (and sometimes also referred to as “Software Engineer II/III”).

ICT4 – Senior Software Engineer

ICT4 is generally considered Senior Engineer level at Apple. Engineers at ICT4 often have 5+ years of experience (many in the 5-10 year range). They design and build large components or systems, often acting as the technical lead for a feature or project.

ICT4s are expected to mentor junior engineers (ICT2/ICT3) and to operate with a high level of autonomy.

In Apple’s environment, ICT4 engineers are those who consistently deliver high-quality results and are key contributors to their teams.

Promotion: Moving to ICT4 requires demonstrating strong technical ownership and perhaps thought leadership in your group. It is often a terminal level for many (one can have a long, productive career at ICT4 without further promotion, similar to a Senior at other companies).

Years: Many Apple engineers may stay ~5+ years at ICT4, and some very experienced hires join Apple directly as ICT4.

Compensation: ICT4 (Senior) engineers in Silicon Valley can earn in the mid-to-high six figures total. For example, public data shows ICT4 (Software Engineer III) at Apple is roughly equivalent to a Senior SDE elsewhere, so total comp might be in the $250K-$ 300K+ range depending on performance and stock.

ICT5 – Staff Software Engineer (or Principal Engineer)

ICT5 is a very senior IC level; often considered equivalent to a Staff Engineer or Principal Engineer in industry terms. There is a bit of ambiguity: some say ICT5 is “Staff”, others equate it to “Principal”.

A way to view it: ICT5s at Apple are leaders of technology in their area, typically handling cross-team responsibilities. They often design architecture for major initiatives spanning multiple teams, and are the authority in a domain.

An ICT5 might not have direct reports but often mentors multiple teams or drives an effort at org-level. It’s a relatively rare level; not every team has an ICT5.

Years of Experience: Often 10+ years, plus a strong track record.

Title-wise, many refer to ICT5s as Principal Engineers, although Apple’s internal framing might just call them “Software Engineer V”.

A Blind post suggests ICT5 is Principal, ICT6 is Sr Principal. The distinction matters less internally since they all just go by Software Engineer – what matters is scope and influence.

ICT6 – Senior Principal / Distinguished Engineer

ICT6 is the top of the normal IC ladder at Apple (beyond this are special titles like Distinguished Engineer or Fellow which are extremely limited).

ICT6 can be thought of as Senior Principal Engineer. These individuals are experts of the highest caliber who often define technical direction for large portions of Apple’s products.

For example, an ICT6 might be the key architect behind all camera software for iPhone, or the lead architect of macOS. They have usually 20+ years experience or exceptional achievements, and their decisions can impact products used by millions. ICT6 is rare; many teams at Apple might not have any ICT6, or maybe one that oversees broad architecture.

Some ICT6s at Apple are likely recognized as Distinguished Engineers (Apple uses Distinguished Engineer and Senior Distinguished Engineer titles for some ICT6+ folks).

Beyond ICT6, Apple has Apple Fellows (comparable to E10 or L10) but those are extremely few (people like Steve Wozniak or similar caliber contributors).

Apple Career Culture

Apple is a bit unique in that it doesn’t overtly emphasize titles.

On a day-to-day basis, a new grad and a 20-year veteran might both just be called “Software Engineer” on the team, and Apple fosters a culture of secrecy and specialization. Promotions happen, but Apple isn’t as transparent about the leveling to the outside.

For someone interviewing, it’s good to clarify the level during the process.

Apple tends to be a little more conservative in leveling (they might offer a strong external candidate a half-step lower level than another company might, but then give a quick promo cycle).

If you have competing offers, you can use them to negotiate your Apple level or salary – e.g., “Google is offering me L5, I want to make sure I’m considered for ICT4 at Apple.”

Compensation at Apple relies heavily on stock as well, and Apple’s stock grants have done well as the company grows.

Internal growth: once at Apple, moving up requires building a solid track record (usually at least 2+ years between promotions at senior levels).

The terminal level concept applies: ICT4 is comfortable to stay at, whereas trying for ICT5 means stepping up to a much broader impact role.

If you want to reach higher levels, seek out opportunities to lead bigger cross-functional projects (for example, coordinate a feature across iOS, hardware, and cloud teams), as demonstrating that kind of leadership is key to ICT5+.

Netflix Software Engineer Levels

Netflix has been known for its unique culture: “Mostly Senior” engineers, fewer formal titles, and high autonomy.

For a long time, Netflix simply hired experienced engineers and gave them the title Senior Software Engineer, without a granular level hierarchy. This flat approach meant a Senior Software Engineer at Netflix could range from someone with 5 years experience to 20 years, and compensation was adjusted individually to market.

However, in 2022, Netflix introduced a more structured IC leveling framework (partly to accommodate hiring of entry-level engineers and to provide growth paths).

Netflix now has levels E3 through E7 for engineers:

E3 – Software Engineer

This appears to be Netflix’s entry/junior level, for example used for new graduate hires through their new grad program. (Historically Netflix almost never hired new grads, but they have started to.)

An E3 at Netflix would be similar to a junior engineer elsewhere, learning the ropes. Expectation would be to grow into an E4 in a couple years. Netflix likely still hires very few at this level; most join at E4+.

E4 – Software Engineer II

A mid-level engineer at Netflix, capable of independently executing on projects of moderate complexity.

Likely an E4 has ~2-5 years of experience (or exceptional new grad). They contribute code, design components, and operate fairly autonomously on well-defined projects.

In many companies this would be a normal Software Engineer or mid-level developer.

E5 – Senior Software Engineer

This is the bread and butter level at Netflix.

Most Netflix engineers were effectively considered Senior, and under the new system a large portion were slotted into E5.

E5s own significant areas of code or features, handle complex projects, and often coordinate across team boundaries. Since Netflix’s culture emphasizes individual responsibility, an E5 is trusted to deliver end-to-end with minimal oversight.

Years of Experience: Typically 5-10+ years. Many experienced hires (since Netflix mainly hires seasoned talent) come in at E5.

Compensation: Netflix pays very top-of-market, especially in cash. It’s not uncommon for a Senior Engineer at Netflix to earn total compensation in the $400K-$ 800K range – Netflix famously offers high salaries (often no bonus, but some stock options in a unique program where employees choose how much comp in stock vs cash).

In fact, Netflix’s range overlaps with what other companies might pay Staff or Principal levels, which was one reason they introduced leveling – to calibrate expectations with pay.

E6 – Staff Software Engineer

Netflix E6 corresponds to Staff Engineer, a step above Senior. E6s are relatively rare at Netflix (only ~20% of engineers got E6 in the re-leveling).

An E6 has broad influence across multiple teams or a whole area of Netflix’s tech. They likely lead the technical direction for major systems – for example, the architecture of the Netflix recommendation engine might be guided by E6-level engineers.

Achieving E6 means you consistently deliver large projects and are a go-to problem solver for the hardest issues. Many E6s at Netflix might have been staff/principal at other companies or have >10-15 years of experience.

E7 – Principal Software Engineer

E7 is the Principal Engineer level at Netflix, the highest defined IC level in their new system. Very few engineers were mapped to E7 – it was the rarest level in the initial roll-out.

E7s are the true visionaries and technical leaders, operating at a level similar to Principal or Distinguished engineers elsewhere. They tackle company-wide challenges, possibly strategizing years into the future for Netflix’s platform. For example, an E7 might chart out the next-generation cloud infrastructure for Netflix or oversee the global architecture for content delivery.

Compensation: E7s likely are in the upper echelons of pay, possibly nearing 7-figure total compensation, given Netflix’s philosophy of paying top of personal market value.

It’s worth noting that Netflix’s introduction of levels was a big cultural shift.

Many longtime Netflix engineers, who all proudly wore the same “Senior Engineer” title, had mixed feelings about the new hierarchy.

Some who had been staff+ at other companies found themselves labeled E5 (Senior) at Netflix, which led to discontent and even departures.

Netflix did this to address issues in career progression (newer folks couldn’t see a path) and to rein in compensation growth that was not tied to measured levels.

Netflix Career Perspective

Netflix values expertise and autonomy.

Unlike other FAANGs, they historically have no formal performance review ladder or promotion cycles – you were expected to consistently perform or you might be let go (the famous “keeper test”).

With levels now, there is slightly more structure in expectations, but Netflix still doesn’t have a rigid promotion timeline. They hire very few juniors; if you are junior, it might be tough to break in (though internships or new grad roles have occasionally appeared). For senior candidates, Netflix often calibrates level during hiring.

Negotiation at Netflix is unique: they typically ask you for a number (what you think you’re worth) and they will pay that if it’s within their range, or tell you if it’s too high. They mostly pay through salary; any stock options are fully elective by the employee (Netflix gives employees the choice to take a portion of salary as stock options).

So when comparing a Netflix offer, consider that it’s largely cash (and taxable as regular income), versus other companies which have big stock grants (which can grow).

Netflix usually does not negotiate on level as much – they’ll slot you where they think you fit because their offers are already generous.

But you should still ensure you aren’t under-leveled; for example, if all your experience is as a tech lead of large projects, you might argue for E6 instead of E5 by showcasing that in interviews.

Finally, Netflix does not have a concept of engineer managers at the high IC levels – if you want to go into management, that’s a separate track.

With levels introduced, it’s clearer now if one wants to pursue being an Engineering Manager vs staying on the IC track like E6/E7.

Always remember Netflix’s mantra of “Freedom and Responsibility”: you’re given a lot of freedom in how you work, but you’re expected to be responsible for producing results at the level you’re hired into.

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Comparing Levels Across FAANG Companies

Now that we’ve detailed each company’s leveling, let’s compare equivalencies.

This is helpful if you want to know, for example, how a Google L5 offer compares to a Meta level, or what is Meta E3 vs Google L3 in practice.

In general, here’s a rough equivalence of individual contributor software engineering levels across Meta, Google, Amazon, Apple, and Netflix:

Level Tier	Meta (Facebook)	Google	Amazon	Apple	Netflix
Entry-Level / Junior	E3 – Software Eng (IC3)	L3 – Software Eng II (Junior)	SDE I – Amazon L4 (Entry)	ICT2 – Software Eng I (Junior)	E3 – Software Engineer (New Grad)
Mid-Level	E4 – Software Eng (IC4)	L4 – Software Eng III (Engineer)	SDE II – Amazon L5 (Mid-Level)	ICT3 – Software Eng II	E4 – Software Engineer II
Senior	E5 – Senior Software Eng (IC5)	L5 – Senior Software Eng	SDE III – Amazon L6 (Senior SDE)	ICT4 – Senior Software Eng (III)	E5 – Senior Software Eng
Staff / Lead	E6 – Staff Software Eng (IC6)	L6 – Staff Software Eng	Principal Eng – Amazon L7 (Principal SDE)	ICT5 – Staff/Principal Software Eng (IV)	E6 – Staff Software Eng
Principal	E7 – Sr Staff Eng (IC7) / E8 – Principal Eng (IC8)	L7 – Sr Staff Eng / L8 – Principal Eng	Sr Principal – Amazon L8 (Sr Principal SDE)	ICT6 – Principal Software Eng (V)	E7 – Principal Software Eng
Distinguished / Fellow	E9 – Distinguished Eng (IC9) / E10 – Fellow (IC10)	L9 – Distinguished Eng / L10 – Google Fellow	Distinguished Eng – L10 / CTO level	Distinguished Engineer / Apple Fellow (very rare)	(None formally, beyond E7)

Notes on the table: This equivalence is approximate. Each company has nuances – for example, Amazon’s Principal SDE (L7) is often considered closer to Google’s L6 or L7 depending on scope, because Amazon’s titles cover wider bands (Amazon L7 is a big range).

Similarly, Apple’s ICT5 might span folks who are Staff at one end or Principal at the other. Meta’s E5 and Google’s L5 are considered roughly parallel Senior engineer levels, which are “terminal” IC levels where many engineers plateau.

If you’re comparing offers: Meta E3 ~ Google L3 (entry level); Meta E4 ~ Google L4; Meta E5 ~ Google L5 (Senior); Meta E6 (Staff) ~ Google L6 (Staff), etc. Netflix’s new levels align such that Netflix E5 (Senior) is similar to a Senior at other FAANG, and Netflix E6 ~ Staff, E7 ~ Principal.

It’s also useful to compare years of experience (YoE) at each level across companies.

Generally, a person with X years might be at different levels in different companies, due to calibration and individual performance.

For example, a strong engineer with ~6 years could be Senior (L5) at Google, Senior (E5) at Meta, but might still be SDE II (L5) at Amazon if they hadn’t been promoted yet (since Amazon’s L5 covers a big range). Always consider the responsibilities and scope you handled, not just YoE, when mapping your level.

One more thing: compensation scales with level but not uniformly across companies. Google and Meta offer heavy stock packages at senior levels, Amazon has a more back-loaded stock vesting and base salary cap, Netflix offers mostly cash.

As a quick illustration, an entry-level engineer might get ~ $150K-$ 200K total at any FAANG, a mid-level might be in the $200K-$ 300K range, a Senior $300K-$ 500K, Staff $500K-$ 700K, and Principal $700K-$ 1M+.

Outliers exist (e.g. Meta E9 or Google L8+ making $1M-$ 2M).

But each company’s mix of base vs bonus vs equity differs, so compare total compensation. According to some data, a Google L5 (Senior) averages around $370K/year, while a similarly leveled Meta E5 could be in a comparable range.

Netflix seniors might be higher on cash but don’t forget perks and benefits too.

In summary, use the above equivalence as a guide but always dig into the specifics: read job descriptions, ask recruiters what level they’re considering you for, and use tools like levels.fyi to benchmark both level and pay across companies.

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Navigating Job Levels in Interviews and Negotiations

Understanding these levels is not just trivia – it can directly help you during interviews and offer negotiations. Here are some tips and insights on leveraging leveling information:

Know the Level for the Role: When you apply or are referred to a FAANG role, clarify the level. Recruiters usually tell you (e.g. “This interview loop is for Google L4” or “for Meta E5”). If they don’t, don’t hesitate to ask. Why? Because you want to frame your interview answers to the expected level. For instance, for a Senior-level interview, you should emphasize leadership, system design, and impact. For an entry-level, they won’t expect as much leadership but will focus on coding and fundamentals. If you find out mid-interview process that you’re being considered at a lower level than you thought, have a conversation with the recruiter – sometimes they adjust if you demonstrate higher level skills.
Demonstrate Level-Appropriate Skills: In technical interviews, your examples and discussions should align to the level. For a staff-level candidate, mentioning how you drove cross-team architecture or mentored multiple engineers can set you apart. For a junior role, focus on strong coding, willingness to learn, and that you have solid foundations. Use internal lingo if appropriate (e.g., “In my previous job I was essentially performing at a Senior engineer level – leading a small team to deliver X”). This can cue interviewers to consider you for the higher level if there’s flexibility.
System Design for Senior Roles: Most FAANG companies include a system design interview for mid-level or senior positions. It’s often the deciding factor for E5/L5 and above. To prepare, practice designing scalable systems (e.g. design Twitter, a messenger, etc.) and familiarize yourself with common architectures. Our in-depth System Design Interview Guide provides a 7-step framework and key concepts to help you tackle these open-ended problems confidently. Showing structured thinking in system design can sometimes even push a borderline candidate into the higher level because it demonstrates readiness for more scope.
Behavioral Signals: FAANG interviews also heavily assess behavioral competencies (Google’s Googliness/Leadership, Amazon’s Leadership Principles, etc.). Higher level candidates are expected to show more ownership, leadership, and strategic thinking. Be ready with stories that showcase those higher-level behaviors (mentoring others, taking initiative beyond your role, making tough decisions, handling ambiguous goals). If you’re aiming for a promotion or a higher level, don’t be shy to talk about times you filled a gap or stepped up – it signals you’re operating above your current title.
Leveraging Multiple Offers: If you get offers from multiple companies at different levels (say Meta E4 and Google L4, or Amazon L6 and Google L5), use that information. Companies will usually match compensation, but they rarely change the level they offer after interviews. However, you can negotiate aspects like team, role, and compensation within that level’s band. For example, “I have an offer from Amazon as Senior SDE (L6); I’d love to join Google but the role is L5 – can we discuss the scope and compensation to ensure it aligns with my experience?” Sometimes, if the hiring committee feedback was strong, the recruiter might pursue a “level up” offer approval if they risk losing you, but it’s not common. More likely they will just increase comp at the lower level band. It’s still worth trying if you truly believe you performed at the higher level.
Negotiating Compensation within Level: Once you have an offer, remember that FAANG compensation bands overlap between levels. A top-of-band L4 might earn close to a bottom-of-band L5. So negotiate for a strong package. Research sites like Levels.fyi for the level’s range. When negotiating, focus on your performance in interviews, your experience, and competing offers. It often helps to negotiate base salary, signing bonus, and equity separately. For instance, Google has fixed level-based equity targets but can sometimes give a signing bonus or extra refreshers. Amazon can offer extra up-front bonuses to compensate for their stock vesting schedule. Meta can be flexible with initial RSU grants. Emphasize your value and fit for the company, not just the money. (For detailed strategies, see Grokking Tech Salary Negotiations or our Q&A on smartly negotiating salary at FAANG which provides step-by-step tactics.)
Don’t Fixate on Title Alone: It’s easy to get hung up on “Senior” vs “Staff” in the tech community. But keep in mind, scope and growth opportunities matter too. A role might be leveled lower but could offer you a chance to rapidly build new skills and get promoted internally. For example, joining Apple as ICT3 (when you think you’re ICT4) might be fine if the team is great and they promote you in a year after you prove yourself. On the flip side, don’t accept a much lower level just to get in the door if it’s going to bug you; instead, make a case for the level you believe is right during the hiring process. Usually companies will interview you at the level they think matches your resume, but there is some flexibility if you demonstrate higher level capability.
Internal Progression: Once inside, use the leveling rubric to guide your development. If you’re an L4 at Google wanting to get to L5, talk to your manager about what specific things you need to demonstrate (likely leading a project, handling design docs, mentoring others, etc.). At Amazon, explicitly stating your goal to reach Senior and taking on stretch projects can help. At Meta, since E5 is expected, focus early on getting breadth of experience across the codebase to accelerate to E5. Mentorship can be crucial – find a mentor at the next level to coach you on how to operate at that level.
Career Moves Between FAANGs: Many engineers move between these companies. If you plan to, knowing leveling helps set expectations. It’s common to see someone go from Google L5 to Facebook E5, or Amazon L6 to Google L5 (sometimes a lateral or even a “down-level” happens when switching companies, due to interview performance or differences in calibration). Always try to get referrals and prepare well so you interview strongly and have the best shot at an equivalent or higher level. If you do get down-leveled (e.g., you’re a Staff in one company but the new company offers Senior), weigh the trade-offs: maybe the new role has more growth potential or a better environment, and you could get promoted in a year. Some engineers accept a lower title for a dream company but ensure the pay is equivalent. Others choose a higher title at a smaller company for the resume boost. There’s no right answer – just be informed.

Bottomline

Research and understanding of FAANG levels empower you to make informed decisions. Use that knowledge to prepare effectively (both in technical skills and in communicating your experience).

During interviews, act like the level you want to be – companies will evaluate you against their leveling rubric.

And when negotiating, remember you have leverage if you know your market worth at each level.

For more guidance on interview prep, consider resources like Grokking the Coding Interview: Patterns for Coding Questions (great for acing coding rounds) and mock interviews or career coaching.

And finally, once you land that FAANG job, continue to learn and build your skills – promotions will follow as you deliver impact.

FAQs

What are the standard software engineer levels at FAANG companies?
FAANG firms use different leveling systems—Meta (E3–E10), Google (L3–L10), Amazon (L4–L8), Apple (ICT2–ICT6), Netflix (E3–E7)—to define scope, experience, and compensation for software engineers.
How do Meta E3 and Google L3 differ?
Both are entry-level roles for 0–2 years of experience focused on coding fundamentals and debugging. Meta E3 and Google L3 engineers typically earn $150K–$180K total comp in the US and receive strong mentorship on team processes.
What is the equivalence of Meta E5 vs Google L5?
Meta E5 and Google L5 are senior engineer levels (5–8+ years experience) requiring end-to-end project ownership and mentorship. Total compensation usually ranges from $300K to $500K, depending on location and equity grants.
How does Amazon SDE II compare to Apple ICT4?
Amazon SDE II (L5) and Apple ICT4 are mid-to-senior roles for engineers with 2–5+ years of experience. Both involve independent feature development and code reviews, with compensation bands around $200K–$300K but differing in base vs equity mix.
What should I know about FAANG job levels when negotiating an offer?
Confirm the target level early, tailor your interview prep to that level’s expectations (coding for juniors, system design for seniors), benchmark pay using resources like Levels.fyi, and leverage competing offers to negotiate base salary, signing bonus, and equity.
Do FAANG companies enforce promotion timelines?
Entry-level engineers are generally expected to reach mid-level or senior within 2–5 years. Beyond terminal levels (Meta E5, Google L4/L5, Amazon L5), promotions become optional and are based on exceptional impact rather than strict timelines.
How can I prepare for system design interviews for senior FAANG roles?
Practice real-world scenarios using a structured framework, study scalable architectures, and consider dedicated training like DesignGurus.io’s System Design Interview course to build the depth and breadth expected at senior levels.

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