Amazon and AWS pay in Japan: job levels, roles and trends (2026)

"How much more can I increase my current annual salary?" When moving to Amazon/AWS, there are many cases in which the total compensation increases by one level due to the structure of base salary (annual salary) + RSU (stock compensation) + signing bonus even if the skills are the same.

At Amazon/AWS, employee positions are divided into "L (level)", with L4 being young to mid-career, L5 being experienced, and L6 and above being manager/senior positions. For example, for Tech/PM positions, L5 is well within the range of 13 million to 19 million yen. Sales jobs have a wide range of commissions depending on the commission design, and the median salary is approximately 10.6 million yen, but depending on the project, it can be much higher.

Additionally, as a unique feature of Amazon, RSUs (stock compensation) are granted in installments of “5% → 15% → 40% → 40%” over four years. The design is such that if the valuation and stock price match, returns will increase significantly in the 3rd to 4th year.

In this column, we will explain annual salaries at Amazon/AWS from the following perspectives, targeting mid-career movers in their late 20s to early 40s. ① Basic structure of annual income ② Japanese market prices by job type and level ③ Latest trends (2026) ④ Comparison with other companies in Japan ⑤ Attractions other than compensation ⑥ Actions to maximize returns when changing jobs

By the time you finish reading it, you should be able to draw a concrete picture of what type of job, level, and how much you can aim for.

Read the rewards separately.

This is an explanatory diagram that organizes the ideas in the text. Please check each section for detailed conditions and specific examples.

Annual salary structure (Japan): Basic salary + RSU + signing bonus

Amazon's annual salary is not a simple monthly salary system, but a total compensation design that combines “base salary (annual salary system) + RSU (stock compensation) + signing bonus.” Understanding how this works is the first step in comparing and negotiating offers.

1) Basic salary (annual salary system)

The Japanese corporation uses an annual salary system (12 monthly installments). Depending on the job offer and contract conditions, fixed overtime pay may include 70 hours per month, and any excess work will be paid at a legal premium. 👉 A stable base annual salary is the foundation for career planning, combined with other variables (RSUs and commissions).

2) RSU (restricted stock)

RSU (Restricted Stock Unit) is a type of stock compensation that characterizes Amazon's compensation system. Stocks are granted subject to a certain tenure, and their value fluctuates depending on the stock price. At Amazon, “backward” vesting is common: “5% → 15% → 40% → 40%” over 4 years, and the design is such that the profit increases significantly in the 3rd or 4th year. 👉 Amazon's stock price has been rising over the long term, and the longer you stay with the company, the greater your wealth will be. However, in the short term, there is a risk that the actual return will be reduced due to stock price declines and exchange rate effects.

3) Signing bonus (1st to 2nd year)

To compensate for the first two years when RSUs are less granted, it is customary for a signing bonus (lump sum) to be set at the time of joining the company. The amount varies depending on the level, job type, and negotiation ability, but the following is often reported as a reference range.

• L4：Approximately 500,000 to 1,500,000 yen (sometimes a small amount or no setting)
• L5：2 to 4 million yen/year x 2 years is common
• L6：High-priced plans such as 4 to 7 million yen/year x 2 years are also seen.
• L7：Divide around 10 million yen over 1 to 2 years (varies greatly depending on bargaining power)

👉 Signing is a mechanism to supplement RSU startup and ensure a certain level of compensation from the beginning, and is a major focus of offer negotiations.

By job type × level: Annual salary table (Japan / total compensation guide)

From here, we will organize how much total compensation you can expect for each job type and level. Please note that the numbers are a guideline based on public data such as Levels.fyi and OpenWork, and may actually vary depending on the department, work location, and individual evaluation.

A. Technical position (SWE: Software engineer)

Software engineer is a representative job in foreign tech, and the compensation is set at a high level even in the Japanese market. L4 costs approximately 12.1 million yen, L5 approximately 18.71 million yen, and even those in their late 20s to 30s can fall into this range. Although there is little data and variation for L6 and above, they tend to be even more expensive, just like in the United States.

You can view the table by scrolling horizontally.

B. Technical position (SA: Solution Architect/AWS)

The AWS Solution Architect is a hybrid position that combines engineering and sales elements, and is a position that is in high demand. There is data of approximately 10.83 million yen for L4, a median of 17.49 million yen for L5-6, and a maximum of 43.55 million yen for L7, which is considered to be one of the top levels in AWS Japan as a whole.

C. Product/Project/TPM

Product managers, project managers, and technical program managers are also popular positions among international companies. There are cases where PM L5 costs 14.05 million to 17.3 million yen, and L7 costs 28.88 million yen, so the wider the role, the larger the range. Project-related L5 to L6 prices are also estimated to be around 14 million to 16.5 million yen.

D. Sales/Account (including AWS)

Compensation for sales positions varies greatly depending on commission design. The median price is approximately 8.45 million yen for L4, approximately 10.61 million yen for L5, and around 23.3 million yen for L6, but there are cases where the price can be even higher if you are in charge of a good project. In fact, the upper limit for L6 Account Manager is reported to be approximately 24.47 million yen.

Latest trends (2026): AI reorganization × strengthening of high-priced range

Demand for AI human resources and expansion of upper limit range

As of 2026, the rapid spread of generative AI and the accompanying business restructuring are having a significant impact on compensation levels in the tech industry. Demand for talent remains strong in core roles such as software, data, and product, and the range is likely to expand rather than maintain a high level. In particular, we have seen cases where people with skills related to generative AI and large-scale language models (LLM) are offered an L5 offer of up to 18 million to 20 million yen from the offer stage.

Results-based system and clarifying disparities

At the same time, companies are proceeding with cost optimization and restructuring, and results-based systems and evaluation systems are becoming more rigorous than ever. Human resources who can quantitatively demonstrate their results will be able to approach the upper end of the range, but middle-level employees whose roles are ambiguous will find it difficult to receive raises and promotions, making the pay gap even clearer. We have an established policy of providing exceptional conditions to star human resources who produce results.

Hybridization of compensation design

There are also changes in compensation design. Major companies, including Amazon, are increasingly offering hybrid offers that incorporate signing bonuses and cash rewards to compensate for the risk of stock price fluctuations, while still focusing on traditional RSUs (stock compensation). For example, there are cases where signings of 3 to 4 million yen per year are set for 2 years in L5, and by combining it with RSU back-loading, a design that provides “stable returns from the beginning and explosive returns from the third year onwards” is becoming mainstream.

Rebuilding human resources strategies brought about by AI restructuring

The impact of AI restructuring goes beyond simple career moves. For companies, this is directly linked to clearly stating the selection process of “who should be treated favorably and who should be cut,” and human resources strategies themselves are being restructured through compensation systems. This trend will continue to intensify in the coming years, and a polarization of compensation ranges seems inevitable.

Model annual income simulation (L5/hypothesis/pre-tax/total remuneration)

Let's take a look at the total compensation model assuming an actual L5 technical position. Here, we assume that in addition to the base annual salary of 12 million yen, a signing bonus of 2 million yen (first to second year) and an initial RSU total of 8 million yen will be granted in 4-year installments (5%/15%/40%/40%).

You can view the table by scrolling horizontally.

In this estimate, we imagine that in the 1st and 2nd year, we will be able to secure a stable price of 14 million to 15 million yen with the addition of signings, and from the 3rd year onwards, we will maintain the same level with the addition of RSUs.

Taking stock price and exchange rate fluctuations into account, for example, if the stock price moves by +/-30%, the total remuneration for the fourth year will range from approximately 14.24 million to 16.16 million yen. Please use this as a reference value only, as the actual value will vary depending on the sector, evaluation, and market conditions.

Comparison with other domestic companies (reference)

To understand compensation levels at foreign tech companies, an easy-to-understand indicator is to compare them with major domestic companies. For example, the average annual salary of Google's Japanese subsidiary is reported to be approximately 17.22 million yen in a self-reported database, which is high even when looking at each job type.

On the other hand, Rakuten Group discloses in its securities report (FY2024) that its average annual income is approximately 8.21 million yen, which is at a standard level among major domestic companies.

You can view the table by scrolling horizontally.

Comparing these, we can see that the total compensation range of foreign tech companies is designed to be 1.5 to 2 times that of major domestic companies. In other words, even if you have the same skills, the economic return of your career will vary greatly depending on the environment you work in.

Note: Amazon's numbers are reference ranges for L5 technical positions. Google's figures are based on self-reporting, while Rakuten's are official figures based on reported data, so please refer to them as a guide only as the nature of the data is different.

Attractions other than compensation

ownership culture

One of the distinctive cultures of Amazon/AWS is the "ownership culture." Your achievements will be directly reflected in your evaluation and RSU, and your achievements will directly lead to asset formation. The experience of “results = reward,” which is difficult to obtain at other companies, is a great attraction when working here.

promotion speed

As long as you have the ability, you have a chance to be promoted to a higher level, regardless of your year or age. Employees are often assigned to positions of responsibility from a young age, creating an environment in which they can quickly move up the career growth curve.

Improving market value

The track record cultivated at Amazon/AWS is highly valued in the job market. Especially for foreign tech companies, experience at Amazon can be a powerful signal that directly leads to your next offer, and can be a weapon that greatly expands your career options.

The deep gap between “the path to an annual income of 18 million yen” and “15% document passing rate”

The cold reality of Amazon selection that you should know

You may be excited after learning about Amazon's annual income structure. However, reality is cruel. The rate after passing the documents is only 15%. Amazon's interviewers relentlessly examine whether your performance exceeds that of the top 50% of existing employees, based on 16 OLP (Business Conduct Guidelines).

limits of self-style

Many people approach the STAR method on their own by saying, “I know about it” or “I have a proven track record,” but this is actually the biggest pitfall. What Amazon is looking for is not a "story of hard work" but a "winning formula that can be replicated on Amazon." Depending on the way you place the subject or the number, the offer amount can vary by several million yen, and in the worst case scenario, you will be subject to a heavy penalty of being prohibited from reapplying (cooling period) for one year.

Shortest distance to job offer

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How to read the data/disclaimer

The numbers introduced in this column are reference values compiled based on public data such as Levels.fyi, Glassdoor, and OpenWork and information posted by employees, as well as official materials such as the AWS official page and securities reports.

The actual amount will vary depending on multiple factors such as department (AWS/retail), job type, work location, personal evaluation, currency exchange, stock price, etc. Please use this as a guide only and be sure to check the detailed terms and conditions of the actual offer.