{ "media_type": "text", "post_content": "Please help me understand personal financial upside from an IPO - - I’m interviewing for a director level role at a company pursuing an ipo within the next year and tons of momentum. What would you expect a director to make from an IPO having been hired a year before?", "post_id": "60e7ac61d47100002ac80fa4", "reply_count": 7, "vote_count": 2, "bowl_id": "58f0df008ad7250010f8c590", "bowl_name": "Compensation", "feed_type": "bowl" }

Please help me understand personal financial upside from an IPO - - I’m interviewing for a director level role at a company pursuing an ipo within the next year and tons of momentum. What would you expect a director to make from an IPO having been hired a year before?

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Posting as :
works at
You are currently posting as works at

Director of what, industry, yoe, how big is the company? Lot of variables that go into it

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Marketing, consumer healthcare, 10 years, 500 people

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It will vary a lot depending on seniority of role, valuation of the company at this stage vs. what they expect for IPO, how much they give you in equity, etc.

My sense is 1 year before I would not expect life changing money from the IPO. But if you stay for a bit post-IPO, get subsequent grants of RSU or options and the stock does really well, then there could be material money on the back end of that

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Total wild card- look at Zoom or Snowflake- being a year before their IPO would have been huge. On the flip side some ipo’s flop- Or just dont meet their valuation and you can actually end up underwater on your options.
I know people who actually lost money and had brutal tax liabilities due to poor ipos.


You need to assess their market worth against the valuation at which you are getting equity. Whats their revenue? Whats their revenue growth? What investment rounds have they gotten and at what valuations? Are you getting options or rsus- and at what valuation? These are questions you need to ask….

RSUs are normally pretty safe that you will get something assuming the ipo goes through. Late stage options can be a risky slope…

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One relevant piece of info - the company’s valuation per capita (valuation divided by number of employees) is $6.5M

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That’s really not relevant for a number of reasons. What is relevant is how many options or stock grants they’re willing to put in your comp package. Provide some more details on how they structure equity comp

Most vague question. It's all relative

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