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It’s usually based on 409a FMV at time of grant - would ask for that detail for strike and last preferred price to evaluate value of the options
For VP level, if my total comp is $400K (base + bonus) is it reasonable to ask for $150K per year in options, one year vesting after first traunch and monthly after that with 10 year exercise
What stage is the start up? That’s more than reasonable - would even push for more
Mentor
I literally just received and negotiated a VP level offer for a Series B startup. We landed at 0.33% equity vesting over four years
So not startup, but private $1B rev. The VP HR was calling RSUs "options", this we're now aligned and talking RSUs. Their policy is 5 year vest, 20% each year. Im asking for $275k base $125 bonus, and $200K per year in RSUs. I'll ask for 4 year vesting, 1 year cliff then monthly and see what happens. Doubt I'll get my vesting schedule.
I'll be VP Corp Dev, setting up that function, hiring, executing, etc.
Mentor
For a non-startup that presumably does not have rocketship growth, you would want a much higher VP comp. more like 700-800k