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Opportunistically chiming in :) I lead engineering here at Retool -- reach out to snir (at) retool if you're interested in learning more! We're hiring across several key roles, including AI, performance, our core products, and infra.
Where do you see the $600k figure?
Opportunistically chiming in :) I lead engineering here at Retool -- reach out to snir (at) retool if you're interested in learning more! We're hiring across several key roles, including AI, performance, our core products, and infra.
Earlier quoted context omitted.
You are right, but using the 409a pricing would not really be honest either. (In the sense that the 409a is basically "as low as we could reasonably value this stock" in order to keep the strike prices low.)
But that is what the market will pay. No one goes onto the stock market and purchases orders above their ask
Opportunistically chiming in :) I lead engineering here at Retool -- reach out to snir (at) retool if you're interested in learning more! We're hiring across several key roles, including AI, performance, our core products, and infra.
What is your company's remote work position? I could not find it on your careers page and only saw 1 remote position listed. Is it 100% in office? Or expected to come in 3 times a week, etc? Can you please tell us?
We are in-office 3 days a week, so there is some flexibility built in there, too.
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If anything, RSU compensation is worse than options because of the tax implications. With options you have the option of paying the tax before the appreciation of the equity. With RSUs, you pay at liquidity.
As a W2 software developer, I've held options at three companies and RSUs at two. I've netted around $30K from RSUs, and netted a loss of $20K from options. Only once did my options "liquify," when a startup I had worked at was acquired. The proceeds were distributed entirely to preferred shareholders and employees were left with nothing, several of us having spent thousands to exercise. I made my bed and slept in it…
A huge part of this is that a company won't issue RSUs unless it's already reasonably successful and the shares are liquid or nearly liquid, whereas options are issued by early stage companies that are mostly likely going to fail and are far from a liquidity event.
As an employee, options just aren't good compensation since they have too high risk and you can't work at enough companies to form a portfolio. The VCs that invest in these companies expect to win on less than 1/20th of the companies with preferred shares, so it's quite likely you will never make money on options in your entire career.
People talk about taxes a lot, but the most important factor is whether you are going to make money at all. There is no point in optimizing taxes on your gains if you are making losses instead.
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What is your company's remote work position? I could not find it on your careers page and only saw 1 remote position listed. Is it 100% in office? Or expected to come in 3 times a week, etc? Can you please tell us?
Sure thing! We hire primarily out of SF, NYC, and Seattle -- in-person has boosted our productivity and been a lot more fun for us! Transparently, we have made a few exceptions, and are not entirely opposed to more, but it's really the exception rather than the rule. We are in-office 3 days a week, so there is some flexibility built in there, too.
For late-stage startups like this, RSUs are common instead of options. Because stock is issued rather than purchased (like an option), I don't think this is dishonest. (If a company valuation stays flat, stock options are worthless - but RSUs have value). Either way: A thing to keep an eye out for is startups that describe the compensation value of stock using the preferred stock price, but then issue you common stoc…
You are right, but using the 409a pricing would not really be honest either. (In the sense that the 409a is basically "as low as we could reasonably value this stock" in order to keep the strike prices low.)
Earlier quoted context omitted.
You are right, but using the 409a pricing would not really be honest either. (In the sense that the 409a is basically "as low as we could reasonably value this stock" in order to keep the strike prices low.)
But that is what the market will pay. No one goes onto the stock market and purchases orders above their ask
Earlier quoted context omitted.
>(If a company valuation stays flat, stock options are worthless - but RSUs have value) Can you help me understand why? I'd expect if you're granted options at a strike price of $Y, you will still make money as long as the valuation at liquidation time is more than $Y.
If the company value stays flat, that means its valuation at liquidation time is equal to $Y
In any case, you don't have to teach me all about options here, I was just curious :)