Some further feedback, not specific to your tool but because I've seen a few of these recently and would love to find a tool that meets my needs, it's maybe worth saying now-
When I see responses like this, instinctively my internal reaction is: "Okay, so they don't have this and say they're working on improvements, but I don't know how effectively they build new features or when this might be released. Will it be a week? A month? 6 months?"
I don't know the best solution, but having some more information to answer this would keep me more engaged with products that are being actively developed. I don't want to get bought in to something that iterates at a snails pace, but I could commit myself to trying tools that rapidly iterate and improve..
It's hands down the best approach to roadmapping out there.
The tl;dr:
Commit to Outcomes (future states of the world your product can create that don't exist today, and have meaning for your customers) without committing to solving for those Outcomes in any particular way.
So something like "It's easy for customers to get their data out of the product to feed into other applications" is an Outcome, and the Outputs can be all sorts of things: APIs, Direct Integrations to Other Apps, Excel exports, or just a dumb form for them to request the data and you have a SQL script you run to do it because it just doesn't happen enough to warrant the investment.
I don't believe they are saying two different things, given the indication of mental health considerations- I would imagine that it is not true that people become vet tech's only for love and don't actually want to make more money. You can't pay bills with your pride. This is an issue with nurses, among other professions. Yes they love what they do, yes they also want to be paid worth their societal value. It's diminishing to think otherwise.
For a business, implementing FIDO in this case seems like a win. They get more lockout of password sharing, and have to explicitly work to enable shared logins (if that's something they want). Of course it's nice for an end user to be able to share credentials, but I think long term outlook will be towards businesses and applications pushing to improve their user management tooling.
Anecdotally, in the instance you described they net the same $60/yr regardless of wether you use your wife's login, so they're getting more stringent access controls (though you could always use the device in question, too) in line with their terms of service.
(Would also note that my response does not cover your latter points on helping users manage their accounts with their presence, but without their device presence, which I agree is a valid concern)
You also ignored the point that perhaps they'd have gotten to like the service enough to get a subscription for themselves, but refusing out of spite now.
> It's easy to go on Instagram and forget how long you've been resting for. Don't worry, we'll notify you once your rest is over.
Will this notify through a connected Apple Watch? So that I can just get up and take a breather and get a vibration on my wrist when it's time for my next set? That'd be awesome.
A thought- the notification in the screenshot tells you your next weight, but it seems that it's telling you after your rest- not after your last set. A notification to set your next weight before you rest would be helpful, so that you're ready to go when rest is over.
No. This is well paid but not out of the ordinary for someone working at a top tier tech company in NYC/SF Bay Area. Think Facebook, Apple, etc. see https://www.levels.fyi/ for levels and comparison.
Some of those companies are doing hiring freezes right now but many are not.
Salary bands are adjusted within the USA by zones where NYC/SF/Seattle are zone 1, zone 2 is 90% of base, zone 3 is 85%. With equity component staying the same.
Europe/Brazil/Canada are on a totally different lower pay scale.
No you are incorrect. That 224k is base at google not including equity. Staff engineers at google get a bonus and the majority of their comp is in equity, just like coin.
Source, I have a lot of friends who are former/current staff engineers at a variety of Bay Area companies. I also was a staff engineer at coin.
Also if you want to earn something like this in cash go work at Netflix when they start hiring again. They give you the option to be paid in cash.
It's not incorrect, salary does not include equity. Total comp would be a combination of salary, equity, and bonuses. The OP refers to salary, not total comp. I'm using their information to reply in their thread. Happy to re-asses conversation at total comp (a different conversation) if they are referring to total comp instead of salary.
It’s a bit pedantic to be honest. Multiple times it’s been pointed out on this thread that the OP was referring to total comp so I’m not sure why this keeps being brought up.
While equity in a public company can go down and go down significantly it’s liquid. Especially in companies like coinbase that don’t have a 1 year cliff, are public, it’s a significant part of your comp and not funny money like you get in many early stage companies.
The OP is confused, I work at coinbase and that figure refers to total comp. Also levels.fyi is listing salary and not total comp for the google position he is comparing.
I wonder if this is sort of imposter syndrome, where an engineer thinks a year of my time is just not worth $380k to $495k. We all know plenty of examples where good employees are worth this and much more to growing or very profitable companies.
Ask for what you can get and realize that you are worth more than you realize in the right situation. And never begrudge a peer who earns a lot.
Levels.fyi lists that number as base cash salary, yes. Total comp for a Staff SWE at Google is easily breaking $500k. It is also not a secret to anyone that cash salary at most tech companies tops out pretty low, because as you grow in levels, cash becomes a smaller and smaller portion of your total comp.
$224k/yr is below what a midlevel/L4 SWE would make at Google in total comp.
That’s low. I don’t think they’re using “staff” right.
Also, Total comp in 224k is more like $400k. 15% bonus target is normal with a possible 2x performance multiplier. 100k/yr gsu stock. 50% 401k match. To say nothing of the perks. On-site gyms, fantastic food, free shuttles.
Not that I’m advocating for working for goog, just saying.
levels.fyi shows $498,910 in total compensation for a staff level SWE at Google. Different companies compensate using a different blend of cash and equity. At a public company like Google, it's all liquid. Similarly, an E6 at Facebook gets $576,886.
These are also roughly speaking first-year salaries. You can expect a refresh grant equal to 1/4 of a new-hire equity grant each year vesting over 4 years, plus a staff-level can get a signing bonus of $50-100K.
After 3-4 years in a staff role you can easily be making $1-2M/yr.
It's probably not 380K base, which is very high, it's likely 300K base + 25% bonus target = $375K, give or take. That's not hugely more than any of the mega-caps have been paying in cash comp for staffie's for like 5+ years.
> After 3-4 years in a staff role you can easily be making $1-2M/yr.
Refreshes exist but this is a total lie. I'm staff at Google. Nobody at L6 is making $1M in annual compensation, even if they have their sign-on equity and three refreshes. Let alone $2M.
Ok so I'm speaking from personal experience and network.
The point is that 3-4 years tenure is enough for significant appreciation in equity, especially in the earlier grants. Let's work an example, for someone who started 3 years ago.
- May 2019. -
Base: $225K.
Equity: $880K grant = 785sh @ 1120/share = 220K.
Bonus: $60K.
Total: $500K.
- May 2020. -
Base: $236K.
Equity: 196sh @ 1428/share = 280K.
Equity: $220K grant = 154sh @ 1428/share = 55K.
Bonus: $63K.
Total: $634K.
- May 2021. -
Base: $247K.
Equity: 196sh @ 2411/share = 473K.
Equity: 39sh @ 2411/share = 94K.
Equity: $220K grant = 91sh @ 2411/share = 55K.
Bonus: $66K.
Total: $935K.
Trust me, if they've been there for 3-4 years, they're making more than 1M in total comp. If you back my example out to someone who started in 2018, those refreshers easily push them into 1.2-1.4M, and factor in promo grants?
Okay if the stock price more than doubles in two years then yeah you can end up making a lot of money. This is why it is foolish to use vest price rather than grant price when discussing compensation. It isn't actionable information.
And Google wasn't giving $880k sign-on equity grants for L6 in 2019. You can't use todays numbers for past cases. And then you are choosing a peak pay before it drops dramatically after the sign-on grant ends. And after all that, you aren't even at 1M, let alone "easily 1-2M". With literally everything being used to pump numbers up, you don't get to where you cite.
So yes, there are people at loads of companies who make way more money than advertised because the stock ballooned. But this is a completely useless way of analyzing compensation.
> So yes, there are people at loads of companies who make way more money than advertised because the stock ballooned. But this is a completely useless way of analyzing compensation.
I couldn't disagree more. If half your total compensation is derived from stock, then you better be looking at yourself not just as an employee but as an investor. And part of that means making projections.
The point is that it isn't repeatable. Saying "oh I made bank investing in Tesla" is not useful information for another person making a decision now. Similarly, "Google stock went up dramatically between 2018 and early 2022 is not useful information for somebody who has offers in hand today from various corporations because they have absolutely no way of predicting future stock growth.
It's not about assuming that past performance equals future performance. With that attitude, nobody should invest in anything.
It's about bringing an investor mindset. Do your own analysis, make your own projections. It's literally half your paycheck, you owe it to yourself. It won't perform the same, sure, but your job as an investor is to analyze the quality of that investment. Will it go up or down? How much?
Whatever you vest is ordinary income. It's your compensation. Just because it's not fixed in advance doesn't mean it's not total comp! Don't pretend otherwise! :)
An effective investor mindset is to buy the whole market and forget it. Doing your own projections and trying to choose a particular company based on your belief that it’s stock will go up 150% over the next few years is a thing that virtually zero people can do effectively.
Except that you are literally investing a large chunk into the company you are going to work for. So while you may take that approach with your discretionary income, you are taking a different stock-picking approach joining a company that offers equity compensation. Unless you join Netflix.
So while you're saying one thing here, you're actually doing another.
I don't have data to prove you otherwise, but I don't think 880k would be not possible as the initial stock grant for L6. FB gives that to E5 now so I am not sure why you think L6 can't get that even in 2019. The initial stock grant bands haven't changed that much. I even got 400k as the initial grant in 2017.
L6 @ Google, personal AGI last year (not counting capital gains or spouse's income) was just over $900K. You forget the massive stock-price appreciation between 2020 and the end of 2021. If you were granted $400K/year in stock compensation in March 2020 it was worth over $1M/year in Dec 2021.
As I mentioned in the other thread, I do not think it is useful to use grant price when discussing comp with other people because it is not actionable. People joining Google today cannot rely on another 200% stock growth.
And even if you managed to hit your sign on grant at just the right time, you still were below the proposed “easily 1-2M”.
Why? Because it’s higher than you’re used to seeing? You don’t even know what role that person was applying for. Is your position that 380k is just “too high”, period?
That number (or higher) has been the norm at a huge swath of stable and profitable tech companies for a decade+.
I am making an assumption that 380 is total comp and not base salary. I don’t believe that Coinbase is paying 380 base salary for any non-executive position.
I asked what the role was in the comment you are replying to. Do you have data to back up the "huge swath" assertion? Certainly there are a few individual companies that have been able to provide specialized roles a $380k base salary, and companies who have been able to provide that and above on total comp thanks to an amazing run on equity value over the past 10 years. I don't think anyone is arguing that there are situations when this happens, that's not the point. It's irregular, it's naive to think that is the norm.
The OP specified salary- if they're referring to total comp, that'd be an important distinction for them to make in the future. Its anybodies guess what the actual value of equity in a total comp package will be a year from now. As an example, if you took a $380k TC package at Shopify 6 months ago and 40% of that was equity, it's now looking like $280k.
OP has clarified that it’s total comp and not base salary, as I had assumed. This is absolutely not out of the norm for engineering compensation at publicly traded companies. Levels.fyi has all of that data readily available.
"I asked what the role was in the comment you are replying to. Do you have data to back up the "huge swath" assertion? Certainly there are a few individual companies that have been able to provide specialized roles a $380k base salary, and companies who have been able to provide that and above on total comp thanks to an amazing run on equity value over the past 10 years. I don't think anyone is arguing that there are situations when this happens, that's not the point. It's irregular, it's naive to think that is the norm."
It's basically what the salary looks like in the USA at a top tier company in a top tier city. Go look at https://www.levels.fyi/ for base salary excluding equity. Equity goes up by level.
As for this role, it sounds basically like a mid career engineers salary. i.e 5-12 years of relevant experience. Hard to know exactly because geography impacts salary bands at Coin.
I can't remember what HR tells us, but I think we are targeting pay for the top 25% of companies/engineers in the USA.
"The OP specified salary- if they're referring to total comp, that'd be an important distinction for them to make in the future."
I work at Coinbase, it's not salary, it's total comp. I'm assuming the OP was a bit confused. At least half that figure is equity.
"Its anybodies guess what the actual value of equity in a total comp package will be a year from now. As an example, if you took a $380k TC package at Shopify 6 months ago and 40% of that was equity, it's now looking like $280k."
As I mentioned earlier, each year Coinbase give you a new equity grant priced at the start of the year. I.e thirty day average, I believe.
So if the equity tanks one year, the next year you will be reset to 380k total comp. Assuming of course we are not in a multi year bear market and you don't get laid off, which is always a possibility in tech.
Also some companies, such as Netflix allow you to take a cash only salary that would be comparable to this.
>Why? Because it’s higher than you’re used to seeing? You don’t even know what role that person was applying for. Is your position that 380k is just “too high”, period?
Perhaps because the company lost half a billion dollars last quarter and is in a controversial space facing regulatory scrutiny?
>That number (or higher) has been the norm at a huge swath of stable and profitable tech companies for a decade+.
> Perhaps because the company lost half a billion dollars last quarter
So what? Last year COIN made $3.62B earnings. They may need to shift at some point, but I think it's incorrect to act like 1-2 bad quarters means a company should completely shift their plan. If anything, it's more important than ever to hire top people - which requires a decent salary.
>If anything, it's more important than ever to hire top people - which requires a decent salary.
These are not "top people", they are average people. This isn't Lake Wobegon, where all the kids are above average.
>So what? Last year COIN made $3.62B earnings.
Only in Silicon Valley do people say "so what" to profits and quote revenue numbers. We're literally talking about high costs. Selling dimes for a nickel is simple, but not sustainable.
Not revenue. In 2021 COIN earned 3.62B profit on 7.84B revenue. People are acting like COIN is one of these companies that has never made money. Last year they had a $14.50 EPS.
Sure, an article where COIN wasn't mentioned. Given that COIN made a profit in 2020 and a very large profit in 2021 it's hard to place it as a VC cash burning company.
COIN had a bad quarter and expects to have another. Are we seeing a shift away from crypto and tech or repricing which things will continue again? I think it's too soon to tell, hence my so what. COIN needs tighten up and plan for what's next. It doesn't mean they need to assume crypto is going to zero and the company is over - yet.
6 figure wages were common for successful professionals in the 90s, why would you believe that inflation, economic growth, and increasing income inequality hasn’t driven comp to roughly 4x that for successful professionals over the last 30 years?
Usually positions are based on reqs rather than who walks through the door. The req will have a level attached, the level will have a salary band attached. I don’t understand what you’re trying to say here.
It also lets the candidates talk about it even if they aren’t extended an offer - someone they mention it to might be the candidate the company is looking for.
Mid level in SF, Seattle, and the bay, at any tier 1 paying company. You also have places like Amazon and MS up here in the Seattle area who target more like the 70th percentile for pay, where as an L6 senior SWE new offers are still topping 500k/yr.
The market is hot, and might be in a bubble, but these are comp numbers that you could have seen even five or six years ago at the FB, Snap, Lyft, even Googles of the world.
This is great, I took some time to get a fairly in depth plan together. There are two things that stuck out:
1. You've got RSU's (at first it wasn't clear to me where this would be addressed, but I think it made sense once I came across it) but I don't see a dedicated strategy for dealing with ISO/NSO's. That'd be helpful for the tech community especially.
2. I spent the 10-15 minutes working on a plan knowing that I'd need to upgrade to pro for every feature, but it seems like I need to upgrade to save my plan. I ended up not paying because I don't have enough time right now to fully evaluate this, but I might look back later. It would have been great if I could have entered my email and saved my plan without paying, and then had to later pay to access it. This gives you the benefit of getting my email address, and then sending me an email to access my plan so that I've got a second touchpoint to your product when I check my email in the future.
Looking forward to using this more in depth in the future!
If you've still got your plan up, happy to give you an extended trial if you want!
But overall I think you're right on both points. I've been wanting to add better support for modeling options for a while; for anyone who'd like to bump priority there, feel free to upvote this item in changemap: https://changemap.co/projectifi/projectifi/task/5735-better-...
For #2, I'll do some thinking to gauge level of effort in rigging up a mechanic like that with the current stack. Losing data sucks, and I should take more steps to reduce the chances of that happening to anyone in the onboarding funnel.
I could see allowing only localstorage saving with no option for exporting or importing of data being limiting enough for me personally to have enough reason to upgrade to pro, maybe limit the number of plans you can have (if you haven't already, I haven't tested it) as well as the number of times you can actually save to localstorage.
I liked this enough where I made a model during my lunch break, then remade it when I got home, and then remade it a third time after I had accidentally pressed the "back" button on my mouse talking to someone on Discord, taking me back to the landing page and losing all my data.
After that last one I decided to at least get the free trial so I could save, but I had already planned pay for Premium so I wasn't too bothered.
How would you recommend enforcing a limit on number of localStorage saves? If the number was held in localStorage as well, that's easily circumvented, and even if the save number was stored in Firebase and associated with the auth ID for the account, seems to me like people could probably just create a new account as needed and adjust the localStorage content to match, with a few lines of JS.
