CCC Intelligent Solutions Data Engineer Salary by Level
CCC Intelligent Solutions data engineer compensation by level, from individual interview and offer reports. The numbers update as more reports land, so they stay current and data-engineer-specific rather than the generic software-engineer bands most pages quote.
Data engineer total comp by level
Each level's figure is the median of individual CCC Intelligent Solutions data engineer offers at that level, so it reflects a typical outcome rather than an average pulled up by a few large packages. Total comp counts base salary plus equity and bonus annualized over the vest, and the range shown is the middle half of offers, with the top and bottom quarters trimmed off. These are data-engineer figures specifically, which run below the all-software-engineer bands most comp sites quote at the same level.
With 9 reports covering 2 levels, the thinnest data here is at senior, where 5 engineers reported. That concentration means the $165K median at L5 is directionally reliable but sensitive to any single outlier; a couple of unusually structured offers could shift it by 10 to 15 points. Mid-level has 4 reports, which is modest but enough to treat $129K as a working estimate. Several of the underlying filings are base-only public disclosures whose bonus and equity components are modeled from peer ratios rather than sourced from the individual, so the totals at both levels carry more uncertainty than the base figures alone. The data was last refreshed Aug 2, 2026. A deeply-reported level at a peer company will give you tighter confidence; here, treat the medians as reasonable anchors while weighting individual reports over modeled composites when you can distinguish them.
CCC Intelligent Solutions is a public B2B SaaS company (NYSE:CCCS), and its comp structure reflects that: base salary is the stable core, with a target annual bonus layered on top, and equity delivered in RSUs that vest over a multi-year schedule typical for post-SPAC public companies. The bonus component at this level of the market tends to be formulaic, tied to company and individual performance metrics rather than discretionary, which makes it more predictable than at early-stage companies but rarely a large share of total comp. RSU grants at public companies like this reprice continuously with the stock, so the headline total comp figure at grant date and what you actually realize over a 4-year vest can diverge materially depending on share price movement. For a company that went public via SPAC in 2021 and operates in a margin-sensitive insurance services segment, the equity upside is more modest than at high-growth consumer tech peers, and the base-heavy structure reflects that.
Culture and sentiment at CCC Intelligent Solutions
What the offer feels like from the inside, not just the number. Glassdoor and forum readings plus happiness and layoff-risk signals, updated as new data lands.
CCC's pay sits slightly below other Technology companies, and the gap doesn't compress at senior levels: $165K at L5 is a real discount relative to what engineers with 7 years of experience command at cloud platforms or fintech peers. The likeliest driver is a combination of market positioning and margin discipline. CCC operates in auto insurance infrastructure, a domain where the customer base (carriers, shops, OEMs) is relatively captive and switching costs are high, which reduces the urgency to pay top-of-market to attract engineering talent. The company's SPAC origin and ongoing investor scrutiny on profitability also create internal pressure to hold compensation bands tighter than pre-revenue growth companies can ignore. There's a prestige discount at work too: insurance data infrastructure doesn't generate the recruiting competition that consumer AI or payments companies do, so CCC doesn't need to outbid to fill roles. That dynamic is consistent with a 3.7 Glassdoor rating that sits a little below the middle of the pack.
Glassdoor and forum readings are third-party aggregates; the happiness and layoff-risk tiers are modeled weekly from primary signals.
How the offer level (and the comp curve) is decided
Your level is set during the loop, before team match. The band widens with seniority, so the same performance lands very different comp depending on which curve you get placed on.
The gap between $129K at L4 and $165K at L5 is real and worth targeting deliberately. If you're currently in a mid-level role and can credibly represent senior scope in the CCC context (owning multi-counterparty integrations, setting data contracts, building observability that catches silent errors before they reach claims outputs), pushing for L5 at offer time is the single highest-value move available. Base bands at companies this size and margin profile tend to be fixed within a level, so arguing across levels matters more than negotiating within a band. Equity is unlikely to flex much: RSU grants at public B2B SaaS companies are typically formula-driven off level and base. The component that does move is signing bonus, which is a common bridge tool when a company can't or won't adjust the base above band midpoint. A competing offer from a higher-paying employer is the most reliable lever; without one, the realistic ask is a signing bonus or an accelerated first review date written into the offer letter.
Recruiter calibration
The recruiter sets a target level from your experience and project scope, and shares a band. The band is a bracket, not the offer.
Interview loop ✕
Performance sets your final level. Strong rounds bump you a level; a weak round drops you. This is where the comp curve is decided.
Debrief / committee
Interviewers compare notes and set level and band. Consistency across rounds matters as much as any single strong one.
Offer + negotiation
Base, bonus, equity, and sign-on are visible. Equity usually has the widest band and is the main lever; a written competing offer moves it most.
Reading the equity, not just the headline number
The most misread part of a big-tech offer is the equity curve. A multi-year RSU grant is not a flat annual number, and what you negotiate should account for how it vests and refreshes.
Your offer includes a 4-year RSU grant worth $240K. What is your equity income in Year 4, and what should you actually negotiate?
Works out the vest: roughly $60K/yr if it vests evenly, and recognizes the original grant ends after 4 years, so without refreshers equity income drops in Year 4-5.
Negotiates the equity grant and the refresher expectation, not just base, and notes the grant is fixed in shares at signing so the dollar value floats with the stock.
Assumes the RSU value is a fixed cash amount that continues forever, and negotiates only base.
Ignores refreshers and stock movement, so the Year-4 drop is a surprise.
How CCC Intelligent Solutions pay splits: base, bonus, equity
The composition behind each level's total comp, from individual offer reports. Equity is the lever that grows with seniority.
Median base, bonus, and annualized equity per level from individual CCC Intelligent Solutions offer reports. The equity share climbs sharply at senior levels. the headline total moves with the stock, not the base.