Ernst & Young LLP Data Engineer Salary by Level

The figures here split between 2 sources. Verified reports are individual data engineers who submitted their own offer details, including total comp broken into base, bonus, and equity. Those sit alongside base-only public filings from H-1B and LCA disclosure records, where the bonus and equity portions are modeled from patterns across comparable consulting employers. With 28 reports covering 2 levels, the mid band carries 24 of those, which makes it the most reliable read on the ladder. The entry band has 4 verified points, enough for a directional figure but not enough to put much weight on the range edges. Reports skew recent, though consulting firms like EY post LCA filings on a delay, so a handful of base figures in the pool may reflect positions filled 12 to 18 months ago. Thinner bands deserve more skepticism; the mid level does not.

EY structures data engineering comp in the standard professional-services pattern: a fixed base, a performance-tied annual bonus, and no meaningful equity component. This is a cash-heavy model. Engineers at L4 see a median of $175K, with the middle half of the range running $110K-$207K; that spread is wide enough to reflect real variation across business units and client sectors rather than a single tight band. Because EY is a partnership, there are no RSU grants or stock refresh cycles to track. Total comp at offer is close to realized annual pay, which is actually easier to evaluate than equity-heavy structures where vesting risk and refresh uncertainty can make headline numbers misleading. The bonus percentage varies by seniority and practice group, and EY does not publish targets publicly, so treat the total comp figures here as inclusive of a typical bonus rather than a base-only floor.

EY lands slightly above relative to the other companies we track, which is a better result than most large consulting firms produce when measured against the same tech-adjacent employer set. The likeliest explanation is a combination of factors: EY competes for engineers who could also take product-company roles, the cloud-native skill set reflected in Azure, GCP and AWS and SQL, Python and Scala has genuine market value, and the firm needs to clear a threshold to pull candidates away from employers offering equity upside. The premium is moderate rather than aggressive, consistent with a firm that has margin constraints and partner-distribution obligations that a tech company does not carry. EY is also hiring at volume across 44 cities, and broad geographic demand tends to keep bands from compressing the way they do at single-location employers. The pay position is likely a deliberate floor, set to stay competitive enough to fill engagement capacity without matching the top of what a hyperscaler or well-funded startup would offer.

The concentration of offers at mid tells you something concrete about where to focus your negotiating energy. With 24 of 28 reports coming from L4, EY is clearly staffing the bulk of its data engineering capacity at that level, and arriving slotted there is normal rather than a consolation outcome. What moves the number within that band is the base, since bonuses are formula-driven and there is no equity to pull. Base at EY is firmer than at equity-heavy employers but not completely rigid; candidates with competing offers from tech firms, particularly offers that include RSU grants, create a genuine comparison problem for the recruiting team and tend to produce the clearest base movement. The highest-value action before your offer conversation is confirming which level they intend to slot you into, because a level conversation before the offer is issued is more tractable than a level appeal after. If you are coming in at 7 years of experience, push for L4 explicitly rather than waiting to see what they propose.