Amazon, corporate roles
Seattle, WA · founded 1994
Amazon is the most polarizing of the big tech employers. Its Leadership Principles are lived, not decorative, and the culture is famously intense: high bar, frugal, data-driven, with a documented history of demanding hours, PIP and 'URA' unregretted-attrition targets, and stack-ranking pressure. People who thrive describe unmatched ownership, scope, and career acceleration early on; people who burn out cite stress, aggressive performance management, and thin work-life balance in some orgs. Comp is heavily back-loaded into RSUs that vest 5/15/40/40 over four years, so the first two years lean on signing bonuses, and a 2025 push returned corporate staff to the office five days a week. AWS and the device and retail orgs feel like different companies. It fits ambitious people who want big scope fast and can handle intensity and bluntness. It is a poor fit if you want gentle pace, cushy perks, or predictable balance.
see the full file on Amazon, corporate rolesdocumented benefits (24)
| Birthing-parent leave | 20 weeks |
|---|---|
| Partner leave | 6 weeks |
| How leave is framed | birthing_partner |
| Adoption & surrogacy support | offered |
| Retirement match | offered |
| Dental | yes |
| Vision | yes |
| Mental health | yes |
| Disability | yes |
| Life insurance | yes |
| Backup care | yes |
| Help paying for childcare | yes |
| PTO | offered |
| Financial advising | yes |
| Employee discount portal | yes |
| On-site cafeteria | yes |
| Egg freezing | yes |
| Median filed wage | $170,000 |
| Commuter benefit | yes |
| Gender pay gap, median | -0.3% |
| Gender pay gap, mean | -2.7% |
| Bonus gap, median | -7.7% |
| Women in the top pay quartile | 32.3% |
| Women in the workforce | 30.8% |
what Amazon, corporate roles pays
Median of 2861 certified wages filed with the US Department of Labor: $170,000.
Half of Amazon, corporate roles's certified filings fall between $141,981 and $196,560.
| role | median | filings | range |
|---|---|---|---|
| software dev engineer ii | $179,500 | 276 filings | $114,754 to $223,600 |
| software dev engineer iii | $212,100 | 236 filings | $176,500 to $261,500 |
| software development engineer ii | $170,000 | 227 filings | $108,826 to $223,600 |
| manager iii, software dev | $216,300 | 146 filings | $184,900 to $282,740 |
| software development engineer i | $129,000 | 86 filings | $110,500 to $160,710 |
| manager iii, software development | $198,390 | 67 filings | $148,668 to $268,553 |
Source: US Department of Labor, FY2025 Q4. Read 2026-07-29.
notable perks
- The Spheres: three glass domes on the Seattle campus with 40,000 plants from cloud-forest regions used as a working space
- More than 1,000 species of cloud-forest plants, a four-story living green wall, and 'Rubi,' a 55-foot ficus tree, inside the domes
- Corpse-flower blooms on campus draw thousands of public visitors (one drew 5,000 in October 2018)
- Downtown Seattle campus is named 'Rufus 2.0' after a dog who was a fixture of the company in its early days; offices are dog-friendly
- Leave Share: gives six weeks of paid parental leave to your spouse or domestic partner if their own employer offers none
- Ramp-Back program: a gradual, part-time return to a full-time schedule over several months for new parents
- Free resources for parents of children with autism, ADHD, and developmental disabilities
- Dogs at Work: more than 15,000 dogs registered across over 129 Amazon offices in the Americas, plus Australia and Europe. Register the dog and it gets a badge for its assigned building
- Dogs at Work extras: designated dog play spaces, dog-friendly events, discounted pet insurance, welcome packages for registered dogs and free treats
the legal floor where they are
Set by law, not by Amazon, corporate roles. It applies to every employer in Seattle, WA.
| IVF cycles the state covers | THERE IS NO FEDERAL MANDATE. No US law requires an employer health plan to cover IVF or any infertility treatment, so coverage comes either from the insurance mandate in the state where the plan is written or from the employer's own choice. And the state mandates reach less far than they look: they bind fully insured plans bought from a state-regulated carrier, while a self-funded employer plan is governed federally under ERISA and is preempted from state insurance regulation. KFF's 2025 employer survey puts 67% of covered workers in a self-funded plan, and 80% of those at firms of 200 or more — so at the size of employer this site mostly covers, the state mandate usually does not apply, and any fertility benefit is a genuine company choice rather than a restatement of law. That is precisely why it belongs on a benefits page here. Perks has not yet read this employer's own state insurance mandate from an official source; the states that have been read carry their own entry. (No federal statute requires an employer health plan to cover infertility treatment or IVF. The Employee Retirement Income Security Act of 1974 (ERISA) preempts state insurance regulation as applied to self-funded employer plans, which is why a state mandate does not reach them.) |
|---|---|
| Adoption leave the law gives | 12 workweeks of UNPAID job-protected leave in any 12-month period on the placement of a child for adoption or foster care, and only for employees who meet the FMLA eligibility test. There is no federal paid adoption leave. (Family and Medical Leave Act of 1993, 29 U.S.C. 2612(a)(1)(B) and 2612(c); eligibility at 29 U.S.C. 2611(2) and (4). Quoted from the 2023 edition of the US Code.) |
| Pay when you are ill | No federal law requires any paid sick leave. The FLSA does not require payment for time not worked, and the FMLA gives 12 workweeks of UNPAID job-protected leave in any 12-month period for a serious health condition, and only for employees who meet the FMLA eligibility test. Any paid sick time comes from a state or city law, or from the employer's own choice. (Fair Labor Standards Act, per the Department of Labor's statement on payment for time not worked; Family and Medical Leave Act of 1993, 29 U.S.C. 2612(a)(1)(D) and 2612(c). Quoted from the 2023 edition of the US Code on govinfo.gov.) |
Every claim above is sourced and dated. See sources on the full page.
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