4 ms·
For any size company it’s a waste of time asking equity questions to most interviewers, just like it’s a waste of time asking questions about benefits. Assumin
by kleinsch 4y ago
For any size company it’s a waste of time asking equity questions to most interviewers, just like it’s a waste of time asking questions about benefits.
Assuming your interviewers are potential future teammates, ask them questions about work. Ask your recruiter or future manager benefits and comp questions. At most companies >10 people, your recruiter will have a packet with all the answers to equity questions.
- claytonjy 4y agoI agree, but I'm generally disappointed with the information the recruiter is able or willing to provide. Something I've noticed more recently is the standard equity info they send everyone is both light on details and heavy on "here's how much you stand to make if we exit at X". I can't blame them for selling it, but I shouldn't have to ask for shares outstanding, latest 409a or other simple numbers. I've also been screwed by joining just after a big raise and having my strike price end up much higher than I was told when interviewing.
- gumby 4y ago> I can't blame them for selling it… Yes you can, and should. I don’t try to sell candidates on the possible stock upside because I don’t want to provide investment or tax advice. I’m not licensed to do so; I have a company to run. It’s up to them to decide if they want to early exercise or if they think it’s fair not. I do the opposite: tell the candidate the number (that’s what the board approves) and what FD percentage it represents. If they ask if it’s a reasonable amount I explain how much we give for a given position plus how that is modulated by company stage. I always allow early exercise. In 30 years of startups nobody has ever complained.