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Frequently Asked Questions
How do I negotiate equity in my compensation package?
Key tactics: (1) Ask for specific equity numbers (shares or RSUs, not just percentage), (2) Understand the vesting schedule and cliff, (3) Request acceleration clauses for M&A or termination, (4) Negotiate refresh grants policy, (5) Compare equity value across offers using 409A valuation or last funding round price.
What’s the difference between stock options and RSUs?
Stock Options (ISO/NSO): The right to buy shares at a strike price. You must exercise to own shares. Risk: stock price may fall below strike price (underwater options). RSUs: Direct share grants that vest over time. Always have value (unless stock goes to $0). Taxed as income when vested. More common at public companies.
Should I optimize for base salary or total compensation?
Focus on Total Compensation (TC). TC = Base + Bonus + Equity + Sign-on. While base affects 401k matching and some benefits, equity can be 30-60% of TC at top tech companies. However, consider: (1) Stability needs (equity is variable), (2) Mortgage qualification (uses base salary), (3) Company stage (startup equity is riskier).
What are the tax implications of exercising stock options?
ISO: No regular tax at exercise, but spread may trigger AMT. Long-term capital gains if you hold 2 years from grant + 1 year from exercise. NSO: Spread (FMV – strike price) taxed as ordinary income at exercise. Employer withholds taxes. Subsequent gains are capital gains. Important: You may owe taxes even before selling shares.
Community Insights
Salary Negotiation Tips from Blind
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Break down RSUs, ISO, NSO, and ESPP. Learn how to calculate actual equity value and avoid common pitfalls when evaluating offers.
Equity 1012026 Tech Compensation Trends
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