Data Engineering at Compass
Roles, Comp & Culture
An L3 entry data engineer at Compass sits around $272K total comp. Compass pays data engineers above other Healthcare companies. Reviews put them at 3.9 on Glassdoor, a little above the middle of the pack. Compass employees are stressed and employee happiness is trending down over the past year. Layoff risk scores moderate for the next 30 days.
Compass data engineer compensation
Each level's figure is the median of individual Compass 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.
Compass employee sentiment, tracked weekly
Employee happiness for data engineers over the past year, so you can see which direction it is moving, not just where it sits today.
The signals here point in different directions, and that tension is worth naming directly. A Glassdoor rating of 3.9, a little above the middle of the pack, combined with a stressed tier that is trending down, reads as a functional place to work day-to-day. But mixed sentiment and 3 executive departures in the past year suggest instability somewhere in leadership, and that kind of churn tends to land on individual contributors as shifting priorities and reorganized roadmaps. In healthcare data specifically, leadership instability often translates into delayed decisions on data governance and pipeline investment, since those calls require cross-functional sign-off. Pay comes in above other Healthcare companies, which softens some of that friction, but engineers who need stable organizational direction will find the leadership picture worth probing hard in conversations.
Recent Compass events
Layoffs, leadership changes, and other major moves at the company, with dates.
The trajectory is cautious. 2 tracked layoffs in the past 12 months, the most recent in May 2026, and moderate layoff risk over the next 30 days means the organization is not obviously in a contraction spiral, but it is not in clean expansion mode either. The 3 executive departures create real uncertainty about product direction, which typically delays or reshapes data infrastructure decisions. With no open data engineering roles right now, there is no active signal of a hiring push. Someone joining now should expect a period of internal settling before roadmaps stabilize, which can be an opportunity for an engineer who wants to shape infrastructure decisions, or a frustrating limbo for one who wants a clear mandate from day one.
- LayoffMay 2026~183 roles cut
- Exec departureFeb 2026Leadership change
- LayoffJan 2026~110 roles cut
- M&AJan 2026Acquisition / merger
- Exec departureJan 2026Leadership change
- Exec departureSep 2025Leadership change
- Exec departureJul 2025Leadership change
- Exec departureMay 2025Leadership change
Notable company events we track, with dates.
Compass operates in healthcare from its Bratislava base, which means the core data engineering problem is clinical or operational data that carries real compliance weight. With a team in the 501-1000 range, the data organization is small enough that engineers own full pipeline segments rather than narrow slices of a larger assembly line. The absence of a public tool footprint in current listings suggests either a proprietary stack or a shop that hires for fundamentals and trains on internals, which tilts the day-to-day toward Python-heavy pipeline work over configuration of opinionated orchestration platforms. Healthcare data engineering at this scale typically means working across ingestion, transformation, and reporting on the same datasets, with regulatory constraints shaping how data moves and where it lands.
Walk into Compass knowing the SQL pattern they'll test.
The salary data is almost entirely junior: 4 reports, all at L3, with a $272K median and a range of $115K-$420K. That tells you who they hire and, by implication, who they do not. If you are mid-level or above expecting a structured senior track, there is no evidence one exists here yet. The engineer who fits is early-career, comfortable with ambiguity, willing to build in a compliance-constrained environment, and not dependent on a large peer group for mentorship. If you need org stability or a defined ladder to grow into, the current signals argue for waiting. If the role fits your level, prep for the Python-focused loop and verify the equity structure before accepting.
Preparing for the Compass loop
The round-by-round process, example questions, and prep plan are on the interview guide.
Compare Compass with other data engineering employers
How the role, pay, and loop stack up against peer companies.
Prepare at Compass interview difficulty
- 01
Reading a solution is not the same as writing one
Every engineer who has frozen on a query they had read a dozen times knows the gap. The only preparation that closes it is producing the answer yourself, under time, before the interview does it for you
- 02
76% of hiring managers reject on the coding task, not the resume
From HackerRank's 2024 Developer Skills Report. Candidates who look strong on paper still fail the live screen if they haven't done timed, executable practice
- 03
5 problem shapes cover 80% of data engineer loops
Dedup, sessionization, top-N-per-group, slowly-changing dimensions, partition tricks. Writing the shapes by hand turns the unfamiliar into pattern recognition