{ "media_type": "text", "post_content": "When speaking about RSU range in the start of an interview process, does a % or $ suggest that amount is awarded annually or one time? (Ex. the target RSUs for the role is 30% of base)", "post_id": "61a567a049d98b002a85f26d", "reply_count": 10, "vote_count": 1, "bowl_id": "552d1d24dc1c586b09d2d051", "bowl_name": "Consulting" }

When speaking about RSU range in the start of an interview process, does a % or $ suggest that amount is awarded annually or one time? (Ex. the target RSUs for the role is 30% of base)

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Annually as part of total comp; so base, bonus, and performance RSU grant is pretty typical exec comp package. You might also expect a one-time on your way in either as signing bonus, or just as per usual (eg Accenture gives all new MDs a one-time 175k RSU grant that vests five years out but counts toward equity holding requirements).

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Well, similarly I’ve been doing this for 25 years, and was personally a mega corp VP, then SVP (at two different mega corps) before joining Accenture as an L2 a few years ago. I have a deep bench of friends and colleagues and we’re all quite open with each other about comp. My wife is a VP at one of the largest global Pharmas. So, I find it hard to believe we’re that far off in our experiences. To be fair, I fuxired my math above - 35% of 350k is not 100k. But the base and percentages are directionally correct. Also, consider my previous post where I highlight that stock price growth really juices the amount you actually take home. So an annual grant that’s worth 125k when you get it, might be worth 200 ish? by the time it vests. Over the last ten years that has definitely been the norm. So 350k base + 125k bonus + (eventual) 200k stock == 675k TC? I’d be shocked if you had a long list of VPs making more than that TC every year. And I’m in California - but I am obviously not referring to Tech co RSUs

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