How engineer promotions really work at Google, Meta, Amazon and Microsoft

Engineers at major tech companies often stall in promotions not due to lack of skill but because the promotion process itself is poorly understood. Each company uses a distinct system: Google relies on a formal committee that reviews written packets and peer feedback, while Meta evaluates candidates twice a year through a performance cycle where consistent visible output every six months is critical. Amazon requires a written narrative tied to its Leadership Principles, reviewed by external bar raisers who can block promotions if results appear too recent or unproven. Every major tech company also has a 'terminal level' — such as Google's L5 or Meta's E5 — where career progression becomes optional and the nature of the role fundamentally shifts from individual execution to broader organizational impact. Understanding which process applies to your company and optimizing accordingly can be the difference between advancing and cycling through the same feedback for years.