Boston Scientific Data Engineer Salary by Level

The mid-band figures carry more weight than the entry-band ones here. 11 mid-level offers make $123K at L4 the most grounded number on this page; the entry-band rests on 8 reports, enough to be directionally useful but thin enough that a handful of high or low offers move the median. Across all 19 data engineer salary reports, some are verified submissions with full comp breakdowns and some are base-only public filings where bonus and equity are estimated from peer ratios at comparable medical device companies. A deeply-reported level gives you a real distribution; a thinly-reported one gives you a center of gravity. The figures updated as recently as Aug 2, 2026, which matters in a company where hiring pace has been cautious and new offers are infrequent.

Boston Scientific's comp structure at the data engineering level is base-heavy. The offers in the pool show total compensation figures that sit close to base, with limited equity upside of the kind you'd see at a software-first company. Medical device companies of this size typically deliver annual cash bonuses in the 10 to 15 percent range tied to both individual and company performance, with equity, where it exists, coming through RSU grants on multi-year vesting schedules rather than large front-loaded refreshes. What that means for realized annual pay: the headline total comp number and what you deposit in year one are close to each other, with less of the variance that RSU-heavy tech offers introduce. Engineers who want predictable annual cash will find that structure comfortable; engineers optimizing for equity accumulation over a 4 year vest will find the ceiling lower than they'd expect.

At $123K for a mid-level data engineer, Boston Scientific pay lands slightly below other Technology companies, and the mechanism is straightforward. Boston Scientific competes for data engineering talent against other medical device and life sciences employers in the Marlborough corridor, where the reference salary frame is MedTech peers, not hyperscalers or fintech firms. Companies in regulated industries with stable, growing revenue but modest software-talent urgency tend to set comp bands through internal job architecture rather than real-time market benchmarking, which produces durable discounts to tech-sector rates. The likeliest read here is that Boston Scientific has decided it can fill data engineering roles at these figures by attracting engineers who value domain stability and mission over total comp, and the applicant pool has borne that out. That's a deliberate position, consistent with how the broader compensation philosophy appears to work across the company.

The single most consequential decision a candidate can make before negotiating is picking the right target level. With only 2 rungs, the gap between entry and mid is the primary lever available, and the medians are closer than you'd expect: both sit at $123K and $123K respectively, which means the negotiating argument for mid is framing your years of experience and pipeline ownership clearly, not chasing a salary gap that may not be there. Base is the component most likely to flex in an initial offer; equity is minimal enough that it's rarely the crux of a negotiation at this company. A competing offer from another medical device or life sciences employer carries more weight here than one from a hyperscaler, because the comp comparison is seen as relevant. If you're holding an offer, the highest-value move is to come in with a peer-sector number and ask specifically about base band ceiling rather than total comp.