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... for anyone who has been in a similar position and made the jump... how much have you been able to negotiate on equity or cash bonus the first cpl of years to offset the base pay decrease. Anything you’ve read which was helpful to understand total comp and not fall for the recruiter spiel? Also... standard PTO etc? Does it vary by level/tenure?
What role, level, and city are you looking at? Typically sign on bonus is designed to offset the back-loaded vesting schedule.
Grant is total over 4 years (5%/15%/40%/40%). Assuming strong performance/stock performance , you may get additional RSUs in year 3 to prevent the 4 year cliff. Promos can also help mitigate a cliff.
Now since besting schedule takes so long, often years 1 and 2 provide a sign on bonus so that TC is roughly similar to years 3 and 4
Hi Op,
Interested in your situation as well. Do you see AWS career may take off well than MD career track. Is this in Pro serv?