Trust & Safety Career LevelsBeta

How it's built

US base salary

Support and frontline

Professional

Management

Ranges beside each level are US base salary

How it's built

I mentor dozens of people in Trust & Safety every year, and they almost all ask me the same things: what a role at a given company is actually like, and what its level means. It frustrated me that there was nowhere good to send them. So I spent a year building one, interviewing people across the field, talking with T&S professionals and analyzing compensation data. It keeps updating as new roles are posted, so it changes as the industry does.
Jeff Dunn

19 levels of Trust & Safety work, priced for 8 functions. A level is the scope of what you decide, not your title, so the same job sits at the same level wherever you work.

Finding your level

  • Read the one-line test under each level, not the titles.
  • Titles vary by company, so the ones shown are examples.
  • Pay and years don't decide a level. Scope does.

4 tracks

  • Support and frontline S2 to S5: frontline and queue work, without managing people.
  • Professional P1 to P6: individual contributors.
  • Management M1 to M6: responsible for other people's work.
  • Executive E1 to E3: running the function across the company.
  • You can switch tracks. Each level's ways up show where.

What the ranges cover

  • Ranges describe a US, in-house role at a mid-sized company.
  • Base and total pay are separate. Total includes stock, which grows as you climb.
  • A cell shows its median once it has 10 salaries.

How sure each cell is

  • High confidence43 cells A common level, well backed by posted pay.
  • Medium confidence30 cells Less common.
  • Low confidence21 cells Few people hold it in this function.
  • Indicative confidence3 cells Little pay is ever published at this level. Read it as a direction.

Adjusting a range

  • Adjust any range for employer, region, US city and company size.
  • Vendor and BPO roles pay about a third less than in-house.
  • Frontier AI labs pay about two fifths more on base, and about twice as much in total.
  • The Bay Area and New York pay about 10% more. Seattle, Denver and Austin about 5% less. Remote roles about 10% less.
  • Adjusted ranges are approximate and rounded.

Skills and ways up

  • Each cell lists 8 skills: 4 for the level, and 4 the function adds.
  • Ways up show what changes at the next level, what to show, and the usual trap.

What isn't included

  • Trainees before S2.
  • Alignment research at frontier labs. Those jobs show an estimated level, but never set a range.
  • Corporate legal, which has its own ladder.

Pay ranges recalibrate every night against new postings and the salaries members add.

Add your pay
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More free resources

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