Inside the AWS Hierarchy: Engineering Levels Explained
Decoding the AWS system is a roadmap for developers aiming for the top tiers of Big Tech. Here’s how to climb the ladder.
Microsoft’s Software Engineering Career Ladder
Microsoft doesn't publish its engineering ladder. I dug through leaks, salary data, and career pages so you don't have to. Here's the full picture.
When devs eye jobs at top-tier tech giants, they want the real scoop on the career hierarchy and their growth potential. They want to know exactly what five to ten years of grinding in their dream position will look like. This info is often semi-secret and doesn’t exactly jump out at you, so it takes some serious research and time to decode the career ladder.
Digging through portals and LinkedIn profiles is a total drag. That’s why we at ShiftMag launched a handy guide that packs the career ladders of major tech corps into one place! We already tackled Amazon, and today, Microsoft is on the menu!
To build this guide, I cross-referenced multiple sources: Microsoft’s official career site, Levels.fyi compensation data, LinkedIn profiles of current and former Microsoft engineers, and publicly reported industry data including salary leaks and engineering blogs.
Where sources conflicted, I noted the discrepancy rather than picking one arbitrarily. Compensation figures reflect self-reported U.S. data from Levels.fyi and should be treated as estimates, because they vary by location, team, and negotiation.
Microsoft’s engineering levels
Microsoft’s software engineering career ladder spans roughly 13 levels. Entry-level engineers start at L59–60 (SDE I) and progress through mid and senior roles up to L67–68 (Distinguished Engineer / Technical Fellow). The ladder splits into two tracks: management (Engineering Managers) and individual contributor (IC).
L59–60 – Software Engineer (SDE I)
Entry level for new graduates or engineers with under two years of experience. Engineers implement features, write and debug code on well-scoped tasks, and work under close mentorship. The primary focus is learning systems and coding practices.
L61–62 – Software Engineer II (SDE II)
Mid-level engineers with roughly 2-5 years of experience. They own more complex features end-to-end, write scalable code, and begin mentoring SDE Is. They influence design decisions within their projects but still receive technical guidance from seniors.
L63 – Senior Software Engineer (Senior SDE)
Engineers with approximately 5+ years of experience who own multiple features or projects and set technical direction within their domain. Senior SDEs lead design discussions, ensure long-term maintainability, and partner closely with product and engineering leads.
L64 – Principal Software Engineer
A senior IC role typically reached after 8-12 years of experience. Principal SDEs lead large components or entire technical domains, architect systems, and drive technical strategy. Some external sources label L64 as “Staff Engineer,” but Microsoft’s internal title is Principal SDE.
L65-66 – Principal Engineer II / Partner-Level
Principal-level engineers with broader organizational scope. These roles sometimes straddle IC and management tracks, with titles including Senior Principal or entry-level Architect. L65 is often where the formal “Principal” designation begins internally.
L67-68 – Distinguished Engineer / Technical Fellow
Top-tier IC roles focused on company-wide innovation and long-term technical strategy. Distinguished Engineers (L67) have deep domain impact across the organization. Technical Fellows (L68) are among the most senior technical positions at Microsoft and are extremely rare. These levels are not promoted into on a fixed timeline, they are typically nomination-based and require demonstrated impact at scale.
Cross-company level mapping
The table below shows rough equivalents across Google, Meta, Amazon, and Microsoft. These mappings are approximate – scope, expectations, and compensation vary significantly by company even at equivalent titles.
| Tier | Meta | Amazon | Microsoft | |
|---|---|---|---|---|
| Entry | L3 | E3 | L4 (SDE I) | L59–60 (SDE I) |
| Mid-level | L4 | E4 | L5 (SDE II) | L61–62 (SDE II) |
| Senior | L5 | E5 | L6 (Senior SDE) | L63 (Senior SDE) |
| Staff | L6 | E6 | L7 (Principal SDE) | L64 (Principal SDE) |
| Principal | L7 | E7/E8 | L7–8 (Principal / Sr. Principal) | L65–66 (Principal / Lead) |
| Distinguished | L8+ | E8+ | L8+ | L67–68 (Distinguished / Technical Fellow) |
Compensation
Microsoft’s total compensation (base salary + bonus + RSU grants) rises steeply with each level. The figures below reflect U.S. median total compensation as reported on Levels.fyi. These change frequently and vary by location, team, and negotiation.
| Level | Median Total Comp (US) |
|---|---|
| L59 | ~$160K |
| L60 | ~$178K |
| L61 | ~$200K |
| L62 | ~$206K |
| L63 | ~$233K |
| L64 | ~$281K |
| L67 | ~$611K |
| L68 | ~$867K |
Compensation data sourced from Levels.fyi. Figures are self-reported estimates and should be treated accordingly.
A note on RSUs: Microsoft grants RSUs on a 4-year vesting schedule with a one-year cliff, after which shares vest quarterly. At senior levels (L63+), RSU grants make up an increasingly large share of total compensation – often exceeding base salary at L65 and above. Annual refresh grants are awarded through Microsoft’s performance review process (called “Connects”).
