This is a thread that I would encourage employees at startups to read; it is under appreciated how much of the value of equity compensation is contingent on the company being a breakout success. (Also underappreciated how many folks end up getting grants at breakout successes.)https://twitter.com/jackiehluo/status/1110961230083022849 …
-
-
But you're also not hearing the bottom of the range. The original thread is informative but anecdotal at best. The reason employees should be skeptical (and hence equity = 0) is because mgmt isn't open with numbers. Cap tables get screwed all the time and you have no control
-
yes, the dms i'm getting are skewed super high (i think a lot of people feel like getting zero is expected and thus not notable to mention?)
End of conversation
New conversation -
-
-
This is very material to my interests and I would love to talk about it more next time you and I chat. For Big Co offers, valuing and negotiating equity is trivial (and often my primary vector for increasing offer value). But for Private/Small Co offers, equity is very tricky.
-
It seems like average employee grants at private companies that exit for less than billions result in a nice bonus, at best. Would really like to see grant sizes increase to reflect realistic exit values, so employees get materially paid when the company succeeds. Possible?
End of conversation
New conversation -
Loading seems to be taking a while.
Twitter may be over capacity or experiencing a momentary hiccup. Try again or visit Twitter Status for more information.