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> but typically only valuable roles are offered stock options and not all employees can afford to execute them. For early stage startups in the valley, pretty

> but typically only valuable roles are offered stock options and not all employees can afford to execute them. For early stage startups in the valley, pretty much all employees receive options. How many options, dilution and if if a positive exit will occur are all variables, but generally everyone gets an option grant.

thephyber 6y ago
I think I was pretty accurate in your parent comment. Employees who don't stay long enough to vest (much or at all) don't get rich. Employees who work in roles like office admin, security guard, janitor, intern, etc. usually aren't offered options (frequently because they are outsourced or independent contractors, etc). I'd wager that engineers, designers, and management are consistently offered options, but most other roles vary. Sales frequently insists on large cash commissions, so management probably wouldn't augment that with expensive early stock options. There is inherent risk in owning stocks -- you need to time your exit well or a wise purchase in options/RSUs can turn into a financial liability or can significantly cut your profits if you exit the stock at the wrong time. I have a friend who exited FSLY as soon as their options execution turned to long term cap gains (resulting in a comfortable profit), but they could have more than doubled their profits (and been borderline "rich") had they stayed in until peak. Employees don't always time their options/RSU executions well (because life is unpredictable). There is an opportunity cost to risking startup life at a lower up-front salary than working at a larger more stable company that pays more but offers no stock benefits. Employees can't afford to execute their options/RSUs at the right time (eg. I could have owned significant CloudFlare stock if I was better at saving money while in university). Employees don't always spend the money to gamble on options/RSUs and their tax obligations because they don't anticipate the company worth much (which can be a misperception or a lack of trust in management/owners).

thephyber 6y ago

I think I was pretty accurate in your parent comment. Employees who don't stay long enough to vest (much or at all) don't get rich. Employees who work in roles like office admin, security guard, janitor, intern, etc. usually aren't offered options (frequently because they are outsourced or independent contractors, etc). I'd wager that engineers, designers, and management are consistently offered options, but most other roles vary. Sales frequently insists on large cash commissions, so management probably wouldn't augment that with expensive early stock options. There is inherent risk in owning stocks -- you need to time your exit well or a wise purchase in options/RSUs can turn into a financial liability or can significantly cut your profits if you exit the stock at the wrong time. I have a friend who exited FSLY as soon as their options execution turned to long term cap gains (resulting in a comfortable profit), but they could have more than doubled their profits (and been borderline "rich") had they stayed in until peak. Employees don't always time their options/RSU executions well (because life is unpredictable). There is an opportunity cost to risking startup life at a lower up-front salary than working at a larger more stable company that pays more but offers no stock benefits. Employees can't afford to execute their options/RSUs at the right time (eg. I could have owned significant CloudFlare stock if I was better at saving money while in university). Employees don't always spend the money to gamble on options/RSUs and their tax obligations because they don't anticipate the company worth much (which can be a misperception or a lack of trust in management/owners).