DataEconomy Data Engineer Salary by Level

The 15 verified data engineer reports behind this ladder arrived unevenly: 8 sit at senior, 4 at staff, and 3 at mid, so the senior tier is the most reliable read and the other 2 levels deserve proportionally less weight. Reporting spans a mix of individual offer submissions and base-only public filings whose total compensation is modeled from peer ratios where direct data is absent. The most recent data closed Aug 2, 2026, so offers from searches opened in the last quarter are well-represented. A 15-report pool at a 51-200-person company is reasonably dense relative to headcount, but thin by absolute standards: a single outlier at staff can shift that median a few thousand dollars in either direction, and the $180K-$191K range for L6 reflects that compression. Weight the senior figures most and treat the staff and mid numbers as directional.

DataEconomy sits in Dublin, Ohio, and at 51-200 employees the comp structure leans toward cash. The reported numbers across all 3 levels are consistent with a base-heavy model where total compensation does not depend heavily on an equity tranche: $131K at L4 and $153K at senior are close enough together that the step-up is real but not driven by stock grants inflating the top. At this company size and funding stage, equity grants if they exist are likely options or a small RSU refresh rather than the large four-year vesting packages that pad totals at public tech companies. Bonus targets for data engineering roles at companies this size are typically modest, often 5 to 10 percent of base, and the flat range at L6 ($180K-$191K) suggests limited variability in how the offer is structured once a level is assigned.

DataEconomy pays below relative to other Technology companies, and the likeliest driver is a combination of market geography and company size rather than a deliberate below-market philosophy. Columbus and Dublin, Ohio pull from a Midwest labor market where prevailing rates for data engineering run below the coastal benchmarks that anchor most comp site comparisons. A 51-200-person company without public market pressure has less incentive to compete on the upper end of national ranges, and without a large equity program to pad total comp, the cash figures stand largely on their own. The 4.5 Glassdoor rating, among the highest of the companies we track, is consistent with a team that retains people through culture and scope rather than pay, which reinforces the reading that compensation is not the primary retention lever here. Engineers who stay likely do so because the ownership and low-politics environment justify the discount.

The gap between $153K and $184K is the most actionable number on this ladder. Coming in at L6 buys you roughly $31K in additional annual cash over senior, and with only 4 reports at that level the band is tight, which means the company has a real sense of where it prices the role. If your experience supports a L6 case, make it before the offer is issued: band assignments at small companies are harder to reopen after the number lands because there is often no formal escalation path. Competing offers are the most effective lever here, and with 1 open data engineering role active right now, the company is not in a position of urgency that changes that calculus much. The single highest-return action for a candidate expecting an offer is to get a real number from at least 1 other company before the final call, then use it to anchor the base conversation directly.