Compensation InsightHow Atlassian Pays
PASCAL career levels (P30–P80), equity-heavy RSU compensation across 15 countries, APEX performance system, and founder-led governance with dual-class share structure.
At a Glance
Career Level Hierarchy
Atlassian uses a dual-track PASCAL framework: IC P-levels (P30–P80) and Management M-levels (M60–M90). A P70+ engineer can earn executive-level compensation without becoming a manager.
Individual Contributor Track
Management Track
Cross-Company Level Mapping
| Atlassian | Meta | Microsoft | Amazon | |
|---|---|---|---|---|
| P30 | L3 | E3 | 59–60 | SDE I |
| P40 | L4 | E4 | 61–63 | SDE II |
| P50 | L5 | E5 | 63–64 | SDE III |
| P60 | L6 | E6 | 65–66 | Principal |
| P70 | L7 | E7 | 67 | Sr Principal |
| M60 | L6 EM | M1 | 65 EM | SDM L6 |
Designation Catalogue by Function
- Engineering: P30–P90 (IC), M60–M90 (leadership)
- Product Management: P30 (APM) → P60 (Group/Principal PM) → P70+
- Design / Research: P30 (Associate) → P50 (Senior) → P60+ (Principal)
- Data / ML: P40 (Data Scientist) → P60 (Principal) → P70+ (Senior Principal)
- Sales / CS: OTE bands (base + commission); leadership mirrors M80/M90
Compensation by Level
Total target compensation breakdown for San Francisco Bay Area. All values in USD.
| Level | Title | Base (Range) | Variable % | Total TTC (Range) | Equity |
|---|---|---|---|---|---|
| P30 | Associate / Graduate Engineer 0–2 yrs | $120,000 – $140,000 | 10% | $163,000 – $198,000 | RSU (4yr quarterly vest) |
| P40 | Software Engineer 2–5 yrs | $150,000 – $175,000 | 12% | $223,000 – $273,000 | RSU (4yr quarterly vest) |
| P50 | Senior Software Engineer 5–10 yrs | $185,000 – $215,000 | 15% | $315,000 – $380,000 | RSU (4yr quarterly vest) |
| P60 | Principal / Staff Engineer 10–15 yrs | $225,000 – $255,000 | 20% | $448,000 – $543,000 | RSU (4yr quarterly vest) |
| P70 | Senior Principal Engineer 15+ yrs | $275,000 – $310,000 | 20% | $593,000 – $688,000 | RSU (4yr quarterly vest) |
| M60 | Engineering Manager 8–12 yrs | $205,000 – $235,000 | 15% | $368,000 – $438,000 | RSU (4yr quarterly vest) |
| M70 | Senior Engineering Manager 12–15+ yrs | $235,000 – $265,000 | 20% | $475,000 – $565,000 | RSU (4yr quarterly vest) |
| M80 | Director / Head of Engineering 15+ yrs | $260,000 – $290,000 | 25% | $578,000 – $678,000 | RSU (4yr quarterly vest) |
Atlassian compensation is equity-heavy (RSUs), especially from P50+. TTC includes base + bonus + annualized RSU value.
Total Target Compensation Range by Level
Global Location-Based Compensation
Atlassian's Team Anywhere model allows work from 15 countries, with compensation localized by cost-of-labor zone.
Location Multipliers (Base Salary vs SF Bay = 1.0×)
| Location | Multiplier | Notes |
|---|---|---|
| SF Bay Area | 1.00× | Reference (US Zone A) |
| Seattle / NYC | 0.90–1.00× | Often close to Zone A |
| Austin / Dallas / Atlanta | 0.85–0.92× | Base discount 8–15% |
| Sydney | 0.50–0.60× | AUD market + super |
| Bangalore | 0.30–0.40× | Biggest arbitrage |
| London | 0.55–0.65× | GBP-localized |
| Auckland | 0.48–0.58× | Smaller market |
Localized Comp Snapshots (Beyond Primary Hubs)
| Location | Band | Base | Bonus | RSU | Total TTC |
|---|---|---|---|---|---|
| London (UK) | P40 | £82K | £10K | £40K | ~£132K |
| London (UK) | P50 | £105K | £15K | £65K | ~£185K |
| Auckland (NZ) | P40 | NZ$135K | NZ$15K | NZ$55K | ~NZ$205K |
| Frankfurt (DE) | P50 | €100K | €15K | €55K | ~€170K |
Raise / Hike Timing
Atlassian reviews compensation annually (10-K FY2025). Bonus payout is typically aligned with fiscal-year outcomes and paid as a lump sum in August. Raise timing is reported variably — some cohorts see January adjustments, others Aug/Sep.
Variable Pay & Bonus Structure
Atlassian's annual bonus follows the formula: Base Salary × Target % × Company Multiplier × Individual Multiplier. Payouts are typically lump-sum, aligned to fiscal year (ends June 30).
Target Bonus % by Level
Bonus Formula
Base × Target% × Company Multiplier × Individual Multiplier- Company multiplier: tied to ARR / Cloud / FCF outcomes
- Individual multiplier: tied to APEX performance calibration
Payout Timing
- Fiscal year ends: June 30
- Typical payout: late August / early September
- Cadence: annual lump sum
FY2025 Company-Performance Context
Strong cloud/FCF outcomes generally support healthy bonus pools. Employee reports for FY2025 indicate payout multipliers near target (~100%).
Sales / Customer Success
Sales/CS roles typically use OTE structures with 70/30 or 75/25 base-to-variable split (vs classic enterprise SaaS 50/50). Variable is linked to net retention and expansion metrics.
Equity & Share Plans
Atlassian's compensation is equity-heavy, with RSUs as the primary vehicle. The majority of employees receive RSUs from entry-level (P30+) upward.
Active Plans
RSU Vesting Schedule Evolution
Typical RSU Grant Sizes by Band (US Market)
| Level | Annual RSU Value | Implied 4-Year Grant | Eligible |
|---|---|---|---|
| P30 | $30K–$45K/yr | $120K–$180K | Yes |
| P40 | $55K–$80K/yr | $220K–$320K | Yes |
| P50 | $100K–$135K/yr | $400K–$540K | Yes |
| P60 | $175K–$240K/yr | $700K–$960K | Yes |
| P70 | $260K–$320K/yr | $1.0M–$1.3M | Yes |
ESPP Mechanics
- Purchase price: 85% of fair market value (15% discount)
- Payroll deduction cap: 10% of compensation per pay period
- No outstanding offering periods as of June 30, 2025
Refresh Grants ("Snowball")
Atlassian uses annual refresh grants; by years 3–4, overlapping grants create "golden handcuffs." Exact refresh timing is not disclosed in filings; employee reports cite late-FY / post-review windows.
Share Repurchase Context
Board authorized a $1.5B share repurchase program in September 2024, commenced April 2025 after completing the prior $1.0B program. This indirectly supports equity value for RSU holders by reducing dilution.
Do Executives Get PSUs?
The 2015 plan allows performance-conditioned awards, but FY2025 proxy commentary highlights concerns about lack of performance-based criteria on equity vesting — implying equity is primarily time-vesting RSUs, not PSUs.
Insider Trades & Director Dealings
Filed via SEC Form 4. Both founders sell shares periodically via Rule 10b5-1 plans for diversification. Atlassian has a dual-class share structure (Class B = 10 votes/share).
| Date | Person | Role | Type | Shares | Avg Price | Value |
|---|---|---|---|---|---|---|
| Feb 19, 2026 | Rajeev B. Rajan | CTO | Sell-to-cover | 3,072 | $80.97 | $248,700 |
| Feb 2, 2026 | Scott Farquhar | Co-Founder | Sell | 7,665 | $114.99 | $881,400 |
| Jan 20, 2026 | Mike Cannon-Brookes | CEO & Co-Founder | Sell | 7,665 | $118.19 | $905,900 |
Dual-Class Voting Control
Cannon-Brookes beneficially owns 48,024,933 Class B shares. Founder selling is typically via pre-arranged Rule 10b5-1 plans for diversification.
Executive Compensation
Why the CEO Looks "Underpaid"
Cannon-Brookes holds 48M+ Class B shares with 10 votes per share, controlling ~42.6% of voting power. His compensation is intentionally minimal because founder wealth is primarily through holdings, not salary. This also means less exec RSU dilution, leaving more equity pool for IC refreshers.
| Executive | Role | Total Comp | Mix |
|---|---|---|---|
| Mike Cannon-Brookes | CEO & Co-Founder | $54,240 | Salary + other; no equity |
| Joseph Binz | CFO | $14.11M | Majority RSUs |
| Rajeev B. Rajan | CTO | $14.43M | Majority RSUs |
| Anu Bharadwaj | President | $14.60M | Majority RSUs |
| Brian Duffy | CRO (joined Jan 2025) | $23.63M | Large new-hire equity |
Benefits & Perks
India
United States
Global & Team Anywhere
- Team Anywhere — work from 15 countries + 90 days/yr outside home country
- Parental Leave — 26 weeks (birthing) / 20 weeks (non-birthing)
- Flex Wallet — ~$800+/yr wellness/lifestyle stipend
- Internet/WFH Stipend — amounts vary by country
- Learning & Growth — certifications, conferences, learning platforms
- Volunteer Leave — ~5 paid days/year for Foundation/volunteer work
- Family Formation — IVF, surrogacy, adoption support in some regions
- EAP / Mental Health — counseling and wellbeing programs by region
Performance & Pay Progression
APEX (Atlassian Performance Experience) evaluates role expectations, contribution/impact, and values/behaviors. Moved from biannual to annual cycle in late 2025.
APEX Rating Scale (5 Tiers)
| Tier | Label | Compensation Consequence |
|---|---|---|
| 1 | Greatly Exceeded | Highest bonus multiplier; strongest equity refresh |
| 2 | Exceeded | Above-target bonus; above-average refresh |
| 3 | Met Expectations | Target bonus; standard refresh |
| 4 | Met Most Expectations | Reduced bonus/refresh; coaching + heightened scrutiny |
| 5 | Did Not Meet | 0% bonus; refresh cut; high PIP/exit risk |
Promotion Timeline & Typical Hike
Calibration Dynamics
- Org-wide calibration sessions to normalize ratings
- Strong pressure to limit Tier 1/2 ratings
- Tier 4 = "warning zone" (reduced rewards + formal coaching)
- Tier 5 = PIP and can lead to managed exits
- ~5–7% of staff managed out per cycle (employee-reported)
Raise & Promo Details
Key Nuances & Insights
A P50 Senior Engineer costs ~$345K–$370K TTC in SF Bay vs ~₹1.0Cr (~$120K–$130K) in Bangalore — a 2.7–3.0× delta. This drives aggressive India scaling and creates meaningful RSU wealth upside for India-based engineers.
Base salary ranges are tighter at P30/P40 (geo-zone formula). Negotiation typically shifts to RSU grants or sign-on bonuses instead of base. This creates more predictable comp at entry levels but limits individual negotiation.
Because the CEO takes no equity ($54K total comp), Atlassian avoids the exec RSU dilution common in US SaaS. This leaves more room in the equity pool for IC refreshers — a structural advantage for engineering compensation.
Employee reports describe Tier 4 outcomes ('Met Most Expectations') as effectively a pre-PIP condition, especially post-2023 as calibration tightened. This creates a cliff between Tier 3 and Tier 4 that significantly impacts comp outcomes.
Atlassian historically spent less on sales/marketing than enterprise SaaS peers, funding heavier R&D investment. This structurally benefits engineering and product comp budgets, though the CRO hire signals continued enterprise maturation.
Post-2023, Atlassian's culture is reportedly more metric-driven and calibration-heavy, partially attributed to leaders from Meta/Amazon. Impact: higher variance between tiers, stronger rewards for top performers, more structured promotion 'impact packets.'
External hires can be slotted near the top of a band (competing offers), while internal promotions are constrained by band policies and equity refresh norms. The most negotiable levers for laterals tend to be RSUs + sign-on, creating perceived gaps.
TEAM's ~73% decline over 12 months creates seat compression: new hires get cheaper RSU grants while incumbents hold underwater refreshes. This opens a window for FAANG/AI labs to poach senior talent, forcing targeted retention grants for P50+ and key managers.