{ "media_type": "text", "post_content": "Any thoughts on ESPPs? I finished a final round with a startup who was acquired by a well known corporate company in late 2020. The startup used to offer stock but now employees can only buy stock through the parent’s ESPP at a 15% decrease of market rate (currently $300/share). Base would be $140K, 10% bonus. Do you think negotiating for more base because there’s no stock in TC would be a good idea? And any experience with ESPPs?", "post_id": "60e1d46930fdb8002f307f55", "reply_count": 7, "vote_count": 3, "bowl_id": "55375ce690f5eebe1d2a0f88", "bowl_name": "Tech" }

Any thoughts on ESPPs? I finished a final round with a startup who was acquired by a well known corporate company in late 2020. The startup used to offer stock but now employees can only buy stock through the parent’s ESPP at a 15% decrease of market rate (currently $300/share). Base would be $140K, 10% bonus. Do you think negotiating for more base because there’s no stock in TC would be a good idea? And any experience with ESPPs?

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An ESPP with a larger company that's doing pretty well can be a great thing. It's free money with minimum risk if you always do same day P&S. You can think of it as part of your compensation. The waters get murkier if you hold. Then you just need to think of it as part of a larger investment strategy and act accordingly. 10% bonus is pretty standard but we can't give good advice without knowing your particular situation, etc. That said, you probably should push for a higher base if you don't have reasonably speedy paths to promotion. I *always* ask that question of all my interviewers in an oblique way (or sometimes directly if I get the sense that I'm close to the finish line).

If you put money into it yes, but you can sell those as soon as the policy allows. For some companies people literally immediately sell and bag a 10% gain.

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I don't think that you could negotiate for more base.

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