If you’ve been doom-scrolling threads about saturated tech jobs, you’ve probably seen some version of “engineering sucks.” But stories like “Who Said Engineering Sucks This Bengalurian IT Engineer Bags 1.2 Cr Package Google” flip that script—and for good reason. Recent viral posts and reports show Indian engineers landing crore-plus compensation (CTC) at big tech, including Google, while also sparking honest discussions about culture, growth, and well-being.
For context, coverage last year highlighted a non-CS developer with ~10 years’ experience getting a Google offer worth about ₹1.64 crore in first-year total comp, igniting debate on what’s realistic and how candidates from tier-3 colleges can break in.
What’s the real story behind crore-plus offers at Google?
Let’s ground this in what’s public. Indian media reported offers in the ₹65 lakh–₹1.6 crore range tied to Google roles, with one widely shared case emphasizing a senior software engineer package and the candidate’s non-traditional background. These posts went viral because they challenge common myths—namely, that only elite degrees or linear careers get you there. They also underline that “package” often includes base pay, bonus, and equity; the top-line number isn’t just take-home salary.
Does a big package mean everything is rosy?
Not necessarily—and that nuance is important for job seekers. Alongside salary headlines, 2025 also saw a Bengaluru engineer’s viral resignation post about toxic culture, unclear onboarding, and public shaming—reminders that comp alone doesn’t guarantee a healthy workplace. The story was covered across mainstream outlets and triggered a nationwide conversation about support systems and psychological safety at work. Use this as a cue to evaluate culture, expectations, and team norms during interviews, not just the CTC.
Who Said Engineering Sucks This Bengalurian IT Engineer Bags 1.2 Cr Package Google: what can candidates actually learn?
- Non-linear paths can win. Coverage of crore-level offers to non-CS grads with strong experience shows that practical skill stacks—and a record of impact—can outweigh pedigree.
- Market signals matter. Hot teams (search, ads, cloud, infra, AI/ML, security) value engineers who can own systems, reduce cost/latency, and ship reliably.
- Storytelling counts. A Bengaluru engineer who was told “people like you won’t make it to Google” later landed at Google—her story resonated because it pairs grit with skills and preparation.
How do you position yourself for a 1+ crore CTC?
Target the right roles and levels. Senior IC roles with production depth, platform ownership, and design-for-scale responsibilities tend to combine higher base, bonus, and equity. Public examples that circulated online emphasize senior titles and experienced candidates.
Build a visible impact narrative. Tie your resume bullets to cost saved, latency reduced, revenue enabled, incidents prevented, or developer productivity unlocked. Hiring loops for elite teams probe for design trade-offs, blast radius thinking, and clean rollback strategies.
Practice system design beyond buzzwords. Some interviews press hard on realistic capacity planning (CPU, storage, networking costs), failure domains, and SLOs. Stories from candidates highlight how deep, practical design literacy helps you stand out.
Negotiate using total comp. Equity refreshers, joining bonus, relocation, and sign-on structure change the number significantly. Media coverage that quotes “package” is almost always talking total comp, not monthly cash.
What about the flip side—burnout and culture fit?
Crore-plus headlines trend, but so do cautionary posts about mental health and toxic dynamics. The Bengaluru resignation story that exploded on LinkedIn underscored the cost of poor onboarding and public shaming. Use interviews to ask: How are new hires ramped? What’s the on-call load? How are postmortems run? What’s the engineer-to-manager ratio? Make culture part of your decision rubric.
Is the 1+ crore CTC even realistic for me?
It depends on level, location, and equity mix. Publicly discussed offers clustered around senior roles and often included equity that vests over time. Mid-career engineers with 7–12 years of high-impact experience in infra, distributed systems, security, or ML platforms have a plausible path—especially if they interview well across coding, design, and behavioral rounds.
Frequently Asked Questions
1) What exactly does “1.2 crore package” mean at companies like Google?
“Package” typically refers to total compensation: base salary + target bonus + equity (RSUs) estimated for the first year. The cash you receive monthly is lower than the headline CTC; equity vests over time and has market risk. Always ask recruiters for the breakdown and refresh cycles. Media examples that went viral explicitly called out first-year total comp figures.
2) Do I need a top-tier CS degree to get there?
Not strictly. A widely shared case involved a non-CS developer with ~10 years’ experience receiving a crore-plus Google offer. Strong experience, demonstrable impact, and deep systems/design skills can outweigh pedigree—though competition is intense.
3) How can I assess culture before accepting?
Ask targeted questions about onboarding, mentorship, incident response, postmortems, and performance feedback. Recent viral accounts from Bengaluru highlighted how gaps here can make even “dream jobs” miserable. Look for teams that value clarity, support, and respectful communication.
4) Is a crore-plus CTC the norm now for Bengaluru engineers?
No—it’s newsworthy precisely because it’s not the average. Such packages are more common for senior and specialized roles (or certain geographies) and often rely on equity. Treat these numbers as possible, not guaranteed, and calibrate expectations by level and team.
So… Who Said Engineering Sucks? Here’s the smarter takeaway
Who Said Engineering Sucks This Bengalurian IT Engineer Bags 1.2 Cr Package Google makes a killer headline—but the deeper lesson is balance. Yes, crore-plus offers happen, especially for engineers who show production-grade impact and design mastery. But your long-term success also hinges on culture fit, healthy processes, and a team that helps you grow. Chase the package—and the place where you’ll actually thrive.
