> Compare that to options, which worth is hypothetical and up for debate. None of your fellow employees know more than what the founders told them. It's some gl

> Compare that to options, which worth is hypothetical and up for debate. None of your fellow employees know more than what the founders told them. It's some glowing future promise that will only be broken a few years down the road... When they typically won't need you anymore... Hmmm...I think the part that is maybe missing from your model is that the value is not hypothetical and made up, you need to price the certainty into the value itself when negotiating the offer. If you are given very little information, the value is low. But it's not "high value low certainty" it's simply low value. Skype equity that allows you to be fired and have it bought back at strike price is not "high value low certainty" it's simply low value. Engineers overvalued their equity going into it. They were not misled, and this was something that could've been reasoned about going in easily. They should've read what they were signing. Some employers will give you enough information to make an informed decision (cap table, current revenue, projections, etc.). Most will not. Most are not worth working for, or at least their options are not worth valuing above $0. Some are, though.