“Hiring people to write code to sell is not the same as hiring people to design and build durable, usable, dependable software” – Larry Constantine.

This quote makes us understand the importance of good software engineering. The tech industry is huge, and here the companies can vary widely in terms of size, culture, and technology focus. The most common system used by companies to establish and define standards is a tiered engineering-level system. These levels serve as a roadmap for salary, responsibilities, and expectations. Basically, it serves as a guide for both engineers and managers.

In this article, we will examine the engineering levels at the major tech companies (Amazon, Google, Facebook (Meta), Microsoft) and startups. We will compare where these differ and share how each impacts engineers looking for career growth.

The Need for Software Engineer Levels

These engineering levels serve multiple purposes:

Clear in Career Progression

Levels define what is expected at various points of an engineer’s career and provide a guide for progression. Engineering managers are aware of the skills and responsibilities that are helpful for career advancement. This inspires employees to set goals and that leads to achieving them.

Equity and Compensation

Levels allow for compensation scales and equity distribution to be calibrated across teams. Aligning compensation within established tiers helps companies create fairness and consistency. This approach reduces the potential for biases and advances equitable transparency in compensation structures.

Team Organization

Engineering levels structure our teams by defining roles such as individual contributors, technical leads, and managers. You can combine these roles with various levels and classes to form teams with well-defined roles. With this structure, organizations bring in collaboration as well as enable effective team dynamics.

Skill Alignment

Levels confirm that an engineer’s skills and experience are aligned with what the role requires. And then you might have senior engineers doing system design and junior engineers doing smaller things. This talent alignment with the organization maximizes productivity.

Expectations Outline and Accountability

Defined levels set expectations about performance and behavior. The senior engineers will play their part by creating the technical designs and mentoring junior engineers, while junior engineers will handle the implementation. This clarity forces accountability and ensures that individual activities are aligned with organizational goals.

Cross-Company Comparisons

It also allows us to more easily benchmark roles around other companies. It sets a shared vocabulary for speaking about skills, responsibilities, and compensation. Thus, it favours both engineers and employers, particularly at recruitment or job shifts.

Engineering Levels Overview

Engineering levels are hierarchical representations of an engineer’s skillset, experience level, and responsibilities within an organization. They are generally classified into the categories given below:

  • Junior Engineers (Entry-Level): Developers starting in the industry, working on basic tasks to learn and contribute.
  • Mid-Level Engineers: These engineers have a few years of experience and perform moderately complex tasks that support team goals.
  • Senior Engineers: They oversee projects, guide junior staff, and have expertise in specific domains.
  • Principal/Staff Engineers: These engineers own technical strategy and solutions to higher-level problems, shaping decisions made across teams.
  • Engineering Managers and Directors: Emphasis on managing teams, strategy, and delivery; not on technical execution.
  • Distinguished Engineers/CTOs: Industry leaders who are influencing the technology for the company.

The specific titles may be different, but most companies categorize the different levels of junior, mid-level, senior, and leadership/management. Below is a comparison of engineering levels at some of the top tech companies.

Amazon Engineering Levels

Amazon has a pretty established hierarchy for career progression. As do many tech companies, they have a series of numbers to codify indicators of roles and responsibilities. Let’s walk through the tiers:

  • L4 (Software Development Engineer I – SDE I):
    • New graduates,  typically recent grads, career changers, or entry-level engineers with 0-2 years of experience.
    • Focused on executing well-defined tasks with guidance
    • Spend most of the time coding, debugging, and developing small features.
  • L5 (Software Development Engineer II – SDE II):
    • Mostly Engineers with experience of 3-6 years are required.
    • Engineers have greater autonomy and solve moderately complex problems.
    • They mentor junior engineers and participate in system design, too.
    • Usually, an L5 engineer will be involved with the design of a scalable API or the optimization of backend systems.
  • L6 (Senior Software Engineer):
    • With 6-10 years of experience, L6 engineers lead significant projects.
    • Responsibilities include mentoring, system architecture, and making high-impact decisions.
    • They often collaborate across teams and regions.
  • L7 (Principal Engineer):
    • It is a senior leadership role for Engineers with 10 years or more experience.
    • They are responsible for technical strategy and long-term vision.
    • L7 engineers are responsible for several teams, defining the technical direction of the organization.
    • An L7 engineer could lead Amazon’s transition to serverless technology.
  • L8 (Director of Engineering):
    • Oversees engineering teams and sets organizational goals.
    • Rarely hands-on but deeply involved in decision-making and leadership.
  • L10+ (Distinguished Engineer, VP, or CTO):
    • Visionary roles driving Amazon’s technological innovation.

Google Engineering Levels

Google’s leveling system is similar to Amazon’s, with a strong focus on technical excellence and impact.

  • L3 (Software Engineer):
    • Entry-level engineers with 0-2 years of experience.
    • Work under guidance on well-defined tasks.
  • L4 (Software Engineer):
    • Requires 2-5 years of experience.
    • Engineers handle moderately complex projects and mentor junior developers.
  • L5 (Senior Software Engineer):
    • Engineers with 5-8 years of experience.
    • Responsibilities include leading projects, designing systems, and influencing product direction.
  • L6 (Staff Software Engineer):
    • Equivalent to Amazon’s L6.
    • Focus on large-scale system design and cross-team collaboration.
  • L7 (Senior Staff Engineer):
    • A highly influential role that shapes technical strategy and architecture.
  • L8 (Principal Engineer):
    • Drives organization-wide technical vision.
  • L9+ (Distinguished Engineer/CTO):
    • Industry-recognized leaders setting benchmarks for innovation.

Facebook/Meta Engineering Levels

Meta’s engineering levels are oriented toward impact and influence within the organization.

  • E3 (Software Engineer):
    • Engineers with little to no experience.
    • Write easy functionality with appropriate support.
  • E4 (Software Engineer):
    • 2-5 years of experience required
    • Engineers build moderately complex features.
  • E5 (Sr Software Engineer):
    • Similar to Amazon’s L5.
    • Engineers own projects and mentor juniors.
  • E6 (Staff Engineer):
    • Designing large systems and collaborating across teams.
  • E7 (Senior Staff Engineer):
    • A leader that influences many teams and works.
  • E8 (Principal Engineer):
    • Similar to L7 Amazon and L8 Google.
    • Steers the company’s long-term technology direction.

Microsoft Engineering Levels

Microsoft has a unique leveling system that combines technical expertise and leadership.

  • 59-60 (Software Development Engineer I):
    • Entry-level engineers working under guidance.
  • 61-62 (Software Development Engineer II):
    • Engineers with 2-5 years of experience.
    • Take on moderately complex tasks and mentor juniors.
  • 63-64 (Senior Software Engineer):
    • Equivalent to Amazon’s L5 and L6.
    • Engineers lead projects and design systems.
  • 65-67 (Principal Engineer/Lead):
    • Focus on strategy, architecture, and influencing technical decisions.
  • 68+ (Distinguished Engineer/Technical Fellow):
    • Visionary roles similar to Amazon’s L10+.

Startup Engineering Levels

Startups often lack the rigid structures of larger companies, focusing instead on flexibility and impact.

  • Junior Engineer:
    • Entry-level role handling straightforward tasks.
  • Engineer:
    • Mid-level role with a broad scope of responsibilities.
  • Senior Engineer:
    • Leads projects, mentors juniors, and contributes to strategy.
  • Tech Lead/Principal Engineer:
    • Guides technical direction and high-level problem-solving.
  • CTO:
    • Oversees all technical decisions and strategies.

Engineering Levels at Top Companies: Differences

Here are some basic differences between the engineering levels at top companies.

Level Progression

  • Amazon: Clear-cut numerical progression (L4 to L10).
  • Google: Focuses on technical impact rather than just years of experience.
  • Meta: Emphasizes individual contributions and team influence.
  • Microsoft: Balances technical expertise with leadership qualities.
  • Startups: Roles are often blurred due to the dynamic environment.

L5 and L7 Comparisons

  • Amazon L5 vs. Google L5 (Senior Software Engineer):
    • Both involve leading moderately complex projects, but Google’s L5 engineers often have a broader scope of impact.
  • Amazon L7 vs. Google L7 (Senior Staff Engineer):
    • Both are senior technical roles, but Amazon L7 engineers are more involved in cross-team strategies. On the other hand, Google’s L7 engineers focus heavily on system architecture.

Culture and Expectations

  • Amazon: Known for its “Leadership Principles,” engineers are expected to think big and deliver results.
  • Google: Emphasizes innovation and collaboration.
  • Meta: Focused on personal impact and growth.
  • Microsoft: Combines technical execution with leadership.
  • Startups: Engineers wear multiple hats, offering faster career progression.

Few More Insights

  • Terminology: While “Senior Engineer” may be the same across companies, titles like “Staff” or “Principal” can differ in scope.
  • Promotion Criteria:
    • Google emphasizes system design and innovation.
    • Amazon values delivery and ownership.
    • Meta prioritizes collaboration and scalability.
  • Scope of Influence: Senior ICs (Individual Contributors) at Google or Microsoft often have a broader technical scope than at smaller companies.

Conclusion

Many companies have diverse engineering levels that offer a systematic process for progression. Mostly to strike a balance between expertise and leadership. Though levels may vary in the names and the responsibilities under them, they are all designed to achieve the same things: establishing clarity in career paths, fairness in pay, and matching skills to organizational needs. And this knowledge helps engineers shape their careers towards either IC or management tracks.