AI Engineer Bonus Structure Explained

Target bonus is what you get at 100% performance (individual and company). Actual payout varies: FAANG typically pays 90-120% of target, well-run companies 80-110%, struggling companies 50-80%. Formula is usually: Target × Individual Rating (0.5-2.0) × Company Multiplier (0.5-1.5). A 20% target at a company that consistently hits 110% is better than 25% at one that averages 70%.

FAANG: 15-20% target, reliable payout, often paid semi-annually. Stock refresh often more valuable than bonus. Startups: 10-15% target, highly variable, often deferred or skipped in tough years. Cash conservation matters. Consulting firms: 15-30% target, heavily performance-based, wide variance between top and bottom performers. Finance/trading: 50-200%+ of base possible, but volatile. Banks: 15-25% target, fairly reliable.

Junior: 10-15% target ($12K-$22K actual). Mid: 15-18% target ($24K-$40K). Senior: 18-22% target ($40K-$65K). Staff: 20-25% target ($60K-$100K). Principal: 25-35% target ($90K-$160K+). Higher levels have bigger targets and more leverage to negotiate above-target ratings. Senior+ also gets retention bonuses that junior levels don't.

Sign-on is highly negotiable—it's one-time cost to the company. Ask for sign-on to cover: equity cliff (you get nothing year 1 due to vesting), competing offers, relocation. Annual bonus target is harder to move—often tied to level bands. But you can: ask for guaranteed first-year bonus (eliminates performance risk), negotiate sign-on equal to bonus if target seems low, request accelerated bonus payout.

Standard clawback: Leave within 12 months, repay 100%. Leave in months 12-24, repay 50% (pro-rated). Some companies: Full repayment if fired for cause anytime. Voluntary departure triggers clawback, layoffs often don't. Negotiate for: Shorter clawback period, no clawback on termination without cause, pro-rated vs cliff repayment. Get clawback terms in writing before accepting.

Sign-on: First paycheck or within 30 days of start. Annual: Q1 of following year (March-April typical). Google/Meta pay semi-annually. Spot bonuses: Within 1-2 pay periods of approval. Retention: Often 50% upfront, 50% after retention period. Pro tip: Start dates matter. Join in January vs December to potentially get partial-year bonus sooner.

Not necessarily. While some programming experience is helpful, many of my clients have successfully transitioned from web development, data science, or other technical backgrounds. We'll assess your current skills during our strategy call and create a personalized plan that meets you where you are.

Most clients invest 10-15 hours per week, but this can be flexible based on your schedule. We'll have weekly 1:1 calls plus time for you to work on projects and learning. The key is consistency. Regular, focused effort beats occasional marathons.

You become a member of the AI Native Engineer community, and you stay and keep going. Career transitions take different amounts of time for everyone, and I'm not going to abandon you if things take longer. You get ongoing support through good times and bad.

Online courses give you content. 1:1 coaching gives you a personalized roadmap, direct feedback on your work, career strategy, interview prep, and accountability. You get answers to your specific questions and guidance tailored to your unique situation instead of generic advice meant for everyone.

Investment details are discussed during the 30-minute strategy call, where we'll assess your goals and create a custom plan. The program is designed to pay for itself quickly through your increased salary. Most AI engineers see a 20-50% pay increase.

Absolutely. Most of my clients work full-time and make steady progress. We'll schedule calls at times that work for you and create a realistic plan that fits your schedule. Consistency matters more than intensity.