Microsoft employee, not Amazon, but these sort of discussions absolutely need to happen and I'd like to do my part.
Salary: $115k base, no regular bonus or stock, $50k offer in stock over 4 years if I remember correctly although I don't know offhand how many units that came out to.
Level: SWE1 (60 internally)
Tenure: 2 years internally, 7 in industry
Yearly pay increase: Averaged ~6k/y thus far.
Internal candidates have NO leverage. The only way to get a promo is to be in the right place at the right time, and have both high visibility and a manager who has proper political influence and will fight for you. If you want a salary boost, leave and come back a year or so later. "Performance" reviews, accomplishments, hours put in, is all moot unless you have the above, in which case it's a nice bit of ammo if your skip level has a lot of competition for his promo budget, but proper political clout can likely force through a promo without. (To add another tidbit that I've always wanted to clear up anonymously: Stack ranking absolutely still exists, if not in a formal process but as a necessity from how budgets are assigned and promos divvied up.)
I'm SDE II an earn just a little more base than you ($117K). Judging by conversations with team members about which tax brackets we fall in and how much we save/invest per year, I'm fairly sure I'm underpaid for my level.
There's a college hire PM in my team (not PM II, so he's either 59 or 60) who's single and in the 33% bracket. That means he's making at least $189K a year.
Edit: I should add, my PM coworker could be wrong about his tax bracket. I can't fathom how they would offer him that much in base salary + stock. But he did mention being in the 33% bracket.
I've seen some outliers, but mostly in terms of promotion velocity. I assume you know about the "bench program"? (Microsoft Fight Club) That could potentially explain it.
I really want to empathize with your underpaid for level statement, I certainly have a pile of stories, I'm just hesitant to tell them because they're rather identifying to anyone who knows me, so you'll have to trust when I say "A good number of us have gotten the short end of one stick or another, often beurocratic or political"
An internal "High Potential" program in which candidates get faster promo tracks, bigger promos, face to face access to higher level execs, and other perks. They are not supposed to talk about this program, as well, and it is invite only.
It's really a shame how things like that that are handled, from where I stand. Turns it into the closest parallel to the cool kids table that used to exist in highschool that I've seen in the decades since then.
Also, if you're a 2 and only at a slightly higher base than I am, you're "somewhat on track" from the conversations I've had, as far as pay per level for us normals :) That being said, I really botched my negotiation when coming in and didn't push my position, which left me coming in at a 59 from an industry position with greater responsibility, and role seems almost harder to change than pay from what I've seen.
Salary: $115k base, no regular bonus or stock, $50k offer in stock over 4 years if I remember correctly although I don't know offhand how many units that came out to.
Level: SWE1 (60 internally)
Tenure: 2 years internally, 7 in industry
Yearly pay increase: Averaged ~6k/y thus far.
Internal candidates have NO leverage. The only way to get a promo is to be in the right place at the right time, and have both high visibility and a manager who has proper political influence and will fight for you. If you want a salary boost, leave and come back a year or so later. "Performance" reviews, accomplishments, hours put in, is all moot unless you have the above, in which case it's a nice bit of ammo if your skip level has a lot of competition for his promo budget, but proper political clout can likely force through a promo without. (To add another tidbit that I've always wanted to clear up anonymously: Stack ranking absolutely still exists, if not in a formal process but as a necessity from how budgets are assigned and promos divvied up.)