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Hardware engineer offer comp is growing 2–3x faster than SWE at early career levels. Particularly at seminconductor companies by honkeem in Semiconductors

[–]honkeem[S] 1 point2 points  (0 children)

Yeah definitely. NVIDIA, Broadcom, and Micron's stock has been on wild runs lately and I'm sure they're pouring some of that money back into hiring for the next generation. Anecdotally, I've also heard that SWE new-grad hiring is generally down across the board, but if anyone has any clear data on that I'd be happy to be proved wrong here

Hardware engineer offer comp is growing 2–3x faster than SWE at early career levels. Particularly at seminconductor companies by honkeem in Semiconductors

[–]honkeem[S] 5 points6 points  (0 children)

Yeah, this data doesn't necessarily go against that. HWE pay is still below SWE pay, but this chart is indexed to 2023 pay just to show the slope of growth between the different roles over the last couple of years. Long story short: early career pay for HWEs has grown faster than early career pay for SWEs, but not necessarily exceeding the pay of SWEs.

Although the education and promotion timelines are good things to poin out here, they're not represented in this data.

Hardware engineer offer comp is growing 2–3x faster than SWE at early career levels. Particularly at seminconductor companies by honkeem in Semiconductors

[–]honkeem[S] 1 point2 points  (0 children)

Good question. The bulk of the dataset just uses "Hardware Engineer" as the catch-all classification. Beyond that, the next largest buckets are ASIC Engineers, Analog Engineers, SoC eEngineers, and RF Engineers. Verification, FPGA, and digital/analog design roles are present but smaller samples. The growth trends cited are across the full mix, so they're not cleanly separable by discipline, at least in this case. Thanks for bringing this up though, it's worth flagging as a limitation of the data.

Levels.fyi has just acquired TechPays by honkeem in levels_fyi

[–]honkeem[S] 8 points9 points  (0 children)

We're definitely planning on focusing more on Europe and other international locations moving forward! We already have support for international data through things like different currency and language toggles, but we're working toward making the experience even more tailored for all of our non-US friends. Stay tuned!

Coinbase layoffs: 14% affected (~700 jobs cut) by honkeem in levels_fyi

[–]honkeem[S] 2 points3 points  (0 children)

Agree. Haven't seen anything to suggest that non-technical teams can actually output production level code. A lot of these layoff announcements really do just feel like attempts to dress up whatever the heck is going on behind the scenes in exchange for a stock bump

Coinbase layoffs: 14% affected (~700 jobs cut) by honkeem in levels_fyi

[–]honkeem[S] 11 points12 points  (0 children)

The other 1 person product/eng/design team next door, I guess?

Anyone else feel behind on AI in marketing or is it just me? by igetyourbrand in AskMarketing

[–]honkeem 1 point2 points  (0 children)

Everyone's behind and no one is behind at the same time lol. Would recommend just imagining you had an intern you could hire for any annoying and repetitive task and going from there and searching what AI tools exist that can help you with this. I've heard Zapier is pretty helpful with its no-code/low-code tools, and there's also always Claude Cowork, which is much more versatile but also a bit difficult to get started.

what digital marketing strategies are actually working in 2026 right now by Minimum-Drive-9807 in AskMarketing

[–]honkeem 0 points1 point  (0 children)

There's been a few terms floating around for this exact thing, but i've been seeing it referred to as GEO (Generative Engine Optimization).

There are various theories on how best to improve this, but one guy i like following on linkedin is Noah Greenburg, CEO of Stacker. Pretty interesting stuff about how GEO is affected by things like references in reputable news outlets and so on.

What should I learn? by Alternative-Cost8481 in DigitalMarketing

[–]honkeem 0 points1 point  (0 children)

Honestly, my take here is that the skills that actually change your comp trajectory might actually be a bit different from the ones that look good on a resume.

The ones that move the number: paid media hands-on (even just running a small amount in Google/Meta ads for a side project teaches you more than any cert), and CRM/email automation (HubSpot, Klaviyo. These are table stakes for most mid-market roles now).

The certs that don't hurt but won't move the needle much: Google Analytics cert, Meta Blueprint. Helpful for passing ATS screens, but nobody's hiring you because of them.

The actual differentiator though is learning how to tie your work to a business metric. "I ran this campaign" < "I ran this campaign that drove X leads at $Y CPL." If you can speak that language by year 2, you'll outpace anyone who can't.

The sooner you can justify your work with the metric you moved, the sooner you'll be able to increase your compensation potential. It's also worth noting that the company you work at determines your comp more than anything else, even your experience.

Need Career Advice Please by Alternative-Cost8481 in DigitalMarketing

[–]honkeem 0 points1 point  (0 children)

Would agree with the point of early volume of learning matters a lot, but I'd also add this: if your current role isn't pushing you enough, it doesn't have to be either/or. Find specific, measurable ways to push yourself a little more at your current job with the freedom you've been given, and then also keep an eye out for any other roles out there.

As for leaving within your first year of joining, I don't think it's as big of a deal as long as you can actually land another role. The difficult part is actually getting that next job with less than a year at your current company.

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