Roku is tough to negotiate with. They pay well to begin with and don't like to increase offers. You should still negotiate or you will be leaving money on the table, but it's going to require the right data and strategies.
Despite having regular reviews to ensure that employees are still being paid at top of market rates, most people report slow comp increases after joining. This makes the initial negotiation all the more important.
Roku only recently began offering signing bonuses. They are still quite hard to secure and smaller than what is offered at most big tech companies.
One unique aspect of Roku's comp is the split between equity and base. For SWE roles, it's usually 85% base and 15% stock, though there are situations where this is negotiable.
Roku unfortunately does not currently offer any cash performance bonuses.
They also don't have annual stock refreshers. They do have a stock refresher policy, but these are granted towards the end of your initial equity grant, whereas at most companies stock refreshers start stacking in year 2.
Roku is one of the few tech companies that is not remote-friendly. When the pandemic is over, employees are expected to come in from Tuesday to Thursday, with Monday and Friday being work from home. Fully remote work is possible on some teams but usually requires a difficult approval process.
Remote pay at Roku is 15% lower than in-office compensation.
Given their stance on remote work, you may be required to move to accept an offer. Roku will provide a relocation package, though they often propose numbers below industry averages (<$10K). This is negotiable but shouldn't be the main focus of your negotiation.
As mentioned, Roku has a unique structure where the split between stock and base salary is fairly consistent (15/85). Therefore, you should focus on negotiating total compensation. Signing bonuses are viable, but given the narrow bands, it's lower value to start your negotiation there.
For more information on how to negotiate with Roku, look at our articles on email negotiation strategies, how to prepare a script for salary negotiation, and negotiating start-up equity and stock options.
You don't usually need written proof of an offer for a Roku negotiation, but you will be asked about other details regarding the offer location, level, breakdown, etc.
Roku almost never goes above band. They pay well to begin with and don't like to negotiate. That said, substantial increases are still possible within the set bands.
Yes. Higher offers often need to be approved by the hiring manager and the comp team.
The hiring process at Roku is different for every role. There are typically three stages for a software engineering position: phone screen with recruiter, onsite interview (4 interviews), and offer stage.
Note: There are many job seekers who are looking for an interview resource. So, we have prepared a comprehensive interview preparation guide comparing various resources like LeetCode Premium, AlgoExpert, InterviewCake, and HackerRank.
Roku tends to pay better than Apple. Let's compare an Apple ICT3 salary to a Roku software engineer salary. Roku top of band for SWE (note: this is not senior SWE) in 2021 was close to $300K/year. In comparison, Apple was closer to $270k/year. Roku has a cash-heavy compensation structure, so the top of band base salary can go up to $250K/year. Whereas at Apple it is only about $170k/year.
Roku's benefits are not the best in the industry. They do not offer ESPP or a 401k match, and though they offer unlimited paid time off, this actually has some drawbacks. You should focus your negotiation on increasing total comp as much as possible to make up for the lower benefits (however, using benefits as justification during the negotiation rarely works).
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As an engineering leader with decades of experience and having now gone through the negotiation with the team at Moonchaser, the only thing I can say is — get the help. Whether you realize you need it, or even if you think you don’t. Just because you have done well in engineering doesn't mean that you understand the tactics and limits of the recruiting process.
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has a unique set of negotiation policies. If you don’t have experience negotiating with them, you risk losing out on large amounts of money because of very small mistakes.
There are many of these rules you need to know to get the highest