The Senior Software Engineer (Level II) role is for individual contributors who have demonstrated technical excellence and leadership on their team, and who have shown autonomy and mastery of their team's area. Engineers in this role have shown an ability to quickly adapt to understand complex issues; design elegant, scalable solutions; appropriately balance short-term and long-term needs; and serve as one of the team's/group’s technical experts.

Key Expectations

• A Senior Software Engineer (Level II) consistently shows they are a strong, autonomous problem solver who can lead a team's complex projects with many moving parts (technologies, teams), ensuring that all aspects of the project are pushed over the line. They take on the team's most challenging problems with minimal guidance and have been through many cycles/projects at the senior level.
• They point out long-standing technical problems without prompting, propose solutions, and advocate passionately for their resolution. They are advocates for quality. They have designed multiple architecturally sound, scalable, elegant solutions of medium-large complexity (~3-6 months in size) that solve the immediate need while appropriately balancing the long-term design. Their designs take the wider ecosystem into consideration
• They help set team direction and priorities by partnering with their TL, PM, and other engineers to provide experienced guidance and feedback on technical designs, decisions, and projects. They could step in as TL for an interim period (e.g. during a transition, vacation, sabbatical, or parental leave.)
• They embrace a growth mindset and are consistently getting deeper or broader technical skills. They are the go-to person for their technical domain.
• Others on their team are stronger engineers because of them. Their PR reviews, comments, slack messages, Zoom input are consistent, motivating and high quality. Others follow best practices because of them. They have called out issues and concerns in a productive and mature manner.
• They demonstrate consistent multiplicative impact.  This can be demonstrated in multiple forms, like presenting at tech talks/show & tells or making core re-usable libraries/services that others can benefit from.
• They embrace and promote quality in their engineering best practices. They have been critical ICs on multiple projects that have had significant and sustained customer impact.

Growing in this role

People in the Senior Software Engineer (Level II) role have demonstrated clear technical expertise within their problem area, but there are many ways for them to continue their growth:

• They can expand their focus into other problem areas and work on multiple teams.
• They can work to master additional technical platforms.
• They can take on broader system design work being able to own larger and larger areas of the product.
• They can dig into framework-level technical architecture and design and build scalable, performant, cross-platform features
• They can work closely with the TL, PM, and PD to guide the direction of the team
• Their technical work and influence develops a reputation throughout the engineering organization, and they become a go-to person for their product area or technical domain. 
• They can serve as the cross-team technical leader for big projects.

Career Paths for this role

There are a few options to grow to a new level from this role - with a path to Tech Lead or Staff Engineer. 

Promotion to Tech Lead II is a common path for Senior Software Engineers (Level II), and to qualify for this role you should not only be a strong engineer, but also demonstrate early signs of leadership. That includes proactively taking ownership of projects; communicating effectively with your TL, manager, and peers in product & engineering; and mentoring the less experienced members of your team. To be promoted to Staff, you must be a trusted engineer and technologist who routinely makes large, impactful contributions and leverages deep skills and knowledge to work autonomously on complex projects and set technical direction.

Cash compensation range: 186300-279500 USD Annually

This resource will help guide how we recommend thinking about the range you see. Learn more about HubSpot’s compensation philosophy.

The cash compensation above includes base salary, on-target commission for employees in eligible roles, and annual bonus targets under HubSpot’s bonus plan for eligible roles. In addition to cash compensation, some roles are eligible to participate in HubSpot’s equity plan to receive restricted stock units (RSUs). Some roles may also be eligible for overtime pay. Individual compensation packages are based on a few different factors unique to each candidate, including their skills, experience, qualifications and other job-related reasons.

We know that benefits are also an important piece of your total compensation package. To learn more about what’s included in total compensation, check out some of the benefits and perks HubSpot offers to help employees grow better.

At HubSpot, fair compensation practices isn’t just about checking off the box for legal compliance. It’s about living out our value of transparency with our employees, candidates, and community.