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anyone here do UX Design or Customer Success?
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Chief
Op, EY doesn’t have up or out culture. It used to be, but not today. You can stay at level indefinitely if you perform adequately at that level
You have a much higher probability of getting “out” at FAANG, and they are all about RSUs
And you shouldn’t take everything you hear from leadership at face value..
Chief
I dunno- ask Amazon
Chief
Ah “blind”. Everybody is a millionaire as per FB and every company is trash as per blind. Must be true
Sure. Most consulting firms provide bonus compensation as a significant portion of their workers salary and only pay those out once a year. With tech companies, after the 1st year cliff, RSUs are paid out every month (Google, Snap) or every 3 months (LinkedIn, Amazon, etc.), which is significantly more frequent than bonuses.
Well in a way this could encourage self selection and push people who are really strong to stay longer. At a time where consulting firms are desperate for higher retention, this could actually work well.
Interesting question. I just moved from big 4 consulting to tech pre ipo. In consulting had very high salary and great bonus, but no “skin in the game” in terms of equity.
Now in tech, lowery salary, but could do quite well and multiply my stock.
It has interesting dynamics with teams. I find the average person is a bit more invested and hard working, and it allows smes and ICs to stay in their role and really get mastered at it.
It would work well for rewarding the people who moved up, but would crush the people who went out. But essentially it seems a lot like partnership and units imo
Everyone intends to join and take advantage of RSUs. Nobody takes a career role with the intent to leave 1-2 years so yes it is compensation people would be interested in (assuming it’s not an early stage startup which has other factors)
If people are joining the company with the intent for it to be temporary then RSUs are near irrelevant.
Good question, and hence we need to see the specifics.
This is very tricky for senior managers. If NewCo grant RSU with a long vesting period, at the same time implement an aggressive up or out culture, uncertainty is only going to rise at the SM level.
Rising Star
Yes