In [7]: # total_comp.ipynb
Total compensation for senior ML engineers at T2 hyperscalers partitions roughly into 55 percent base, 30 percent equity, 15 percent bonus. The composition shifts substantially by tier and level.
base
Base salary
$140k - $260k
Fixed annual cash. The only fully guaranteed component. Banded at most T2 hyperscalers; more flexible at T3 unicorns.
rsu
Equity (RSU / pre-IPO)
$40k - $400k+/yr
Public RSUs at T2 vesting over 4 years; pre-IPO equity at T1 and T3 with high variance. Annual refreshes restore the cliff.
bonus
Annual bonus
$15k - $60k
Performance-based cash, typically 10-25 percent of base at T2 hyperscalers, 50-200 percent at T4 quant trading.
| Level | Base | Total |
|---|---|---|
| L3 Junior | $110k | $151k |
| L4 Mid | $160k | $244k |
| L5 Senior | $210k | $352k |
| L6 Staff | $270k | $520k |
| L7 Principal | $340k | $730k |
Table 6.2. Reflects T2 hyperscaler baseline. T1 frontier labs scale TC 1.3 to 2.5x at L5+; T5 enterprise scales 0.5 to 0.7x.
T5 enterprise
$10k - $30k
Often clawback if you leave within 1 year
T2 hyperscaler (mid)
$30k - $80k
Negotiable up with competing offer
T2 hyperscaler (senior+)
$50k - $150k
Sometimes split over 2 years
T1 frontier lab
$50k - $200k+
Often offsets unvested equity at prior employer
T3 unicorn
$20k - $60k
Less common; equity typically takes priority
Q.What percentage of ML engineer total comp is equity?
▸A.At T2 hyperscalers, equity is roughly 30-40 percent of total compensation for L5 senior engineers, rising to 50 percent at L6+ as RSU grants scale super-linearly. At T1 frontier labs, equity can exceed 60 percent of paper TC at senior+ levels because of 2024-26 valuations. T4 quant trading firms typically have no equity; profit-sharing replaces it.
Q.How do RSU refreshes work?
▸A.Most T2 hyperscalers grant RSU refreshes annually starting in year 2 at the performance review cycle. A strong-performance refresh might be worth 50-100 percent of the original annual grant. Refreshes create a 'golden handcuff' effect because vested equity steadily decreases as you approach the original 4-year cliff.
Q.Should I prioritise base salary or equity for an ML role?
▸A.Risk tolerance and employer tier should drive the answer. At a T2 hyperscaler with public RSUs, equity has a tradeable market value, optimise total comp. At a T1 frontier lab or T3 unicorn, base is the safer floor since pre-IPO equity may never become liquid. As a rule, take more equity risk earlier in your career when you can afford the variance.
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Out[ ]:
Treat everything on this site as compensation reference assembled from published surveys and public filings, not as financial advice and not as a benchmark any single negotiation should be anchored to. Your own offer turns on the employer, the level it is pitched at, the equity instrument behind it and the market on the day it is made.