Compensation, Equity & Negotiation

Public tech companies (e.g., Google, Stripe, Apple) grant Restricted Stock Units (RSUs), which vest over a 3–4 year schedule and can be sold immediately for liquid cash. Early-stage startups grant Incentive Stock Options (ISOs) or Non-Qualified Stock Options (NSOs), where you must pay a "strike price" to purchase shares, hoping the company achieves an IPO or acquisition. When evaluating offers, calculate Total Compensation (TC) = Base Salary + (Annual RSU Value) + Target Annual Bonus.

Negotiation protocol: 1) Never reveal competing company names if unhelpful, but clearly state the confirmed numbers: "I have received a competing offer at $195k base + $60k annual equity ($255k TC)." 2) Frame the request collaboratively: "Company A is my clear #1 choice because of the mission and team culture. If we can get the total package closer to $250k, I am ready to sign today." 3) Recruiters almost always have a 10–20% buffer above their initial offer that hiring managers can approve for strong candidates.