I’ve been at my company for about 3 years. I’ve switched teams once because I got bored. Now I’m thinking of looking for opportunities outside the company. However, every year I have been given a generous amount of RSUs and will have 3 more years to go before all the vesting completes (That is assuming I don’t get anymore in the future.) This year I will have 3 batches of RSUs vesting (one at 1/4 and the others at 1/3 of the original grant). Next year, I will have 4 batches. Stock prices have been going up as well. For people that have received a generous amount of RSUs every year from their companies but decided to leave, what were the things you considered before leaving? Do most people in this situation just stay? I want to look for opportunities outside my company but at the same time I don’t want to lose all the RSUs I’ve accumulated over the years. Can anyone share their experience?
You just change the golden handcuff..
Do companies usually try to match or beat the dollar amount of RSUs you are getting in your current job?
Are unvested stocks from the current employer usually factored-in when an offer is made? I thought companies have a standard offer range for new hires.
Get comparable RSUs from similar or better companies. I walked away from mine once because I really couldn’t stand my manager. My mental health was worth a lot more than my RSU then. But if it’s just a boredom then look for other opportunities, I think many top tier companies can easily match Adobe’s unvested RSU. The only thing that is difficult for me is the perks (unlimited PtO and sabbatical approaching).
Look at it from an annual total comp perspective. If you can find a company willing to pay you more total comp, then it’s pretty obvious what to do
Golden handcuffs work to enslave the employee. Works to employers benefit as they can fire you at any time, so don’t look at them as guaranteed.
So how does this work. Let's say you have $200k in unvested RSUs over the next 4 years. Would the new company give you an initial grant PLUS the extra $200? Or would they just ensure the initial grant is worth more than the 200? If the latter, don't you shoot yourself in the foot if the new company's refreshes aren't as generous as the previous company's.
Other than initial RSU, I will also consider the vesting schedule. Adobe’s initial RSU vest in 3 years (based on the original post)?
I haven’t done it meself, but heard that people negotiate a sign-in bonus of a comparable amount at the new company. In RSUs or cash