4 ms·

Unless you're a director you will never come even close to $100K of stock vesting in a single event, and directors are not subject to PIPs. So that's a nice th

Unless you're a director you will never come even close to $100K of stock vesting in a single event, and directors are not subject to PIPs. So that's a nice theory you have here but it doesn't work in practice.

capableweb 3y ago
So the person interviewed is lying then, you claim? Inflating the number? > I got to the point where they offered me a job, and I was going to quit. But I had a huge stock investment coming up. So there was no way I was going to rock the boat in any way, shape, or form just trying to get to this date. > If you walked away during the Pivot or anytime before you had your investment before it was there for you, you would lose it all. And I'm not talking a little bit of money. I'm talking: I had a couple hundred thousand dollars coming to me. > I played along, and I'm good at playing along when I have to be. So then the money is in my account. That next day, I called my manager and I told them I was resigning.
- iLoveOncall 3y ago
  No, she isn't necessarily lying but just making it seem as if she would have received $200K over a single vest while it would have likely happened over at least 2 years and 4 vests. I have £110K coming up if I look on the stock portal, but it's over the next two years, so 25K at a time, and I don't consider it as money I already have.
  - capableweb 3y ago
    Well, it seems what the interviewed person is saying is that "Day X I didn't have the money in my bank account. I waited for Day Y, and now I have \"couple hundred thousand dollars\" in my bank account", which sounds like it didn't happen over 2 years and 4 vesting occasions. But maybe it's just worded weird.
  - jeremiahbuckley 3y ago
    Good eye, and accurate original observation.
  - kortilla 3y ago
    You’re just out of touch with how much people can make in the US. An IC software dev L6 offer I reviewed for a colleague 4 years ago was TC comprised of 180k salary and a little over $1 million of stock with a 4 year vest that Amazon backloads so you get most in the last 2 years. $200k in a single 6 month vest cycle is definitely possible in that offer depending on timing of amzn stock. This article was from someone who had been at Amazon 6 years and who was managing people. They were HR, which obviously doesn’t comp like software, but once you’re managing a team the stock may be similar.
    - iLoveOncall 3y ago
      I'm very aware with how much people can make per year in the US. A principal engineer that is tenured will be on around 550K a year. An HR person that administers PIPs is at most L6 and unlikely to be on more than 250K a year. 6 years in Amazon means a salary was low, not that it was high. Managing people doesn't mean anything, you can earn less than $100K TC in Seattle and be managing people. Additionally, compensation has been reworked a lot 2 years ago to increase a lot the cap on salary and reduce a stocks.
      - kortilla 3y ago
        > principal engineer that is tenured will be on around 550K a year. You ignored what I wrote
  - NBJack 3y ago
    IIRC, truly well performing employees there can get very good stock. Amazon hates giving out cash. For a time, even during interviews, they would brag that even Bezos himself didn't make more than about $160k in base pay annually. Stock, stock, and stock are used for incentivization, and Amazon has indeed had some very good market performance over time.
  - deleted 3y ago
    [deleted]
  - cmorgan31 3y ago
    They had direct reports in HR so you might be on the mark in terms of ladder just more in the HR camp with OP as a senior manager where they combined their bonus and vest payouts? You'd just have to be a bit above Staff to hit 200k with bonus and a single vest.
  - BeetleB 3y ago
    > I have £110K coming up The currency symbol is the tell. At FAANG, people get paid a lot more in the US. A former manager of mine moved to another (non-FAANG) company and was given a $500K sign on bonus. If it vested annually over 4 years, that's over $100K each vest. Start adding annual RSUs provided, and I can see a single vesting event going over $150K. And as others have pointed out, Amazon backloads the vesting. 40% in the 3rd year. Another 40% in the 4th year.
    - iLoveOncall 3y ago
      I know exactly the salary bands of Amazon in the US, no HR PIPer is earning even $100K in a single vest, let alone $200K.
deleted 3y ago
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mattgreenrocks 3y ago
Look at how their boss responded. If it wasn’t about the equity, why would they be so mad? The point of the PIP is generally to remove the employee.
- pierat 3y ago
  No, a PIP is about creating a culture of fear, so that management can PIP anybody with no or manufactured reasons, and control workforce with loss of job. And it has the double advantage of 'id you leave under PIP, you lose a bunch of money'. It's 100% about culture of fear and control.
- cpitman 3y ago
  Maybe it was that the manager was being pressured to PIP a certain percentage of people, and instead pushed back really hard to retain this person because they wanted to retain them instead. Before spending their political capital, they asked the employee if they were committed to the long haul. In the end, they went to bat for the author and then ended up in the same place. They could have just PIP'd them with a lot less effort. The article doesn't make the reason clear, but this seems more likely to me than vesting stock.
  - kortilla 3y ago
    If that were the case you wouldn’t even mention it to the person or strip them of their direct reports
    - mattgreenrocks 3y ago
      Yeah. I read that as the manager taking away their ability to beat the PIP under the guise of “focus.”
jvanderbot 3y ago
I was offered a position with near-enough 100k per quarter. With amazon, a quarter is the financial decision making resolution. And, mine was a manager position. So, yes, I did start to learn about this pip nonsense, and was asked to identify the low performers from a team that I inherited. The team was full of bright, diligent, capable workers making real impact on our project. It was foolish. But it happens. You legally need precedent to fire someone. Nowadays you even legally need precedent to not give someone the average raise. This kind of "precedent caching" is a natural outcome of a tightening budget and a desire to filter through workers to find the best of the best. I hate it. I'll never manage again.
- throwawayamazon 3y ago
  (obvious throwaway account) I had a similar experience in Amazon, ngl the thing about "precendent caching" is real. People have to be put on PIP regardless of performance so management set crazy standards that people will fail.
rsynnott 3y ago
Amazon has a weird vesting schedule (40% in the third and fourth year IIRC) and it has gone up quite a lot over the last few years. It also appears to have yearly vests. This doesn't seem implausible under those conditions.
- jaktet 3y ago
  They used to have a salary cap of $165k until 1.5 years ago, I’m not sure what the cap is now but it’s significantly higher. I’m aware of a newly hired SDE2 (~2 years ago) that was hired with a TC of $305k. While the breakdown of compensation for an SDE1 and SDE2 might differ, an SDE1 breakdown is 5% vest after 1st year with 95% comp coming from salary + signing bonus. 15% vest after 2nd year with 85% comp coming from salary + signing bonus. Then after years 3 and 4 it was 40% vest + 60% from salary. It’s a little less straightforward than this because they build in an expected ~15% stock growth price YoY as part of your expected TC. So assuming SDE2 payout structure is same as SDE1, their compensation might look like this for a new hire where the strike price is $100 for AMZN at their date of hire. Y1: 165K salary, 15K stock (15 RSU), $120K bonus. Y2: 165K salary, 45K stock (45000/(1001.15) RSU), 90K bonus. Y3: 165K salary, 135K stock (135000/(1151.15) RSU) Y4: 165K salary, 135K stock (135000/(132.25*1.15) RSU) So their signing package would be like 300K TC with 15+391+1020+888 (2314) RSUs. After year 2 or 3 stocks vest twice a year. So granted payout structure is likely much different now with higher base salaries I agree it is not implausible for non-directors to receive $100k in stock in a single vest.
- iLoveOncall 3y ago
  I work for Amazon, vests are at least spread over two per year if not more.

capableweb 3y ago

So the person interviewed is lying then, you claim? Inflating the number? > I got to the point where they offered me a job, and I was going to quit. But I had a huge stock investment coming up. So there was no way I was going to rock the boat in any way, shape, or form just trying to get to this date. > If you walked away during the Pivot or anytime before you had your investment before it was there for you, you would lose it all. And I'm not talking a little bit of money. I'm talking: I had a couple hundred thousand dollars coming to me. > I played along, and I'm good at playing along when I have to be. So then the money is in my account. That next day, I called my manager and I told them I was resigning.

iLoveOncall 3y ago
No, she isn't necessarily lying but just making it seem as if she would have received $200K over a single vest while it would have likely happened over at least 2 years and 4 vests. I have £110K coming up if I look on the stock portal, but it's over the next two years, so 25K at a time, and I don't consider it as money I already have.
- capableweb 3y ago
  Well, it seems what the interviewed person is saying is that "Day X I didn't have the money in my bank account. I waited for Day Y, and now I have \"couple hundred thousand dollars\" in my bank account", which sounds like it didn't happen over 2 years and 4 vesting occasions. But maybe it's just worded weird.
- jeremiahbuckley 3y ago
  Good eye, and accurate original observation.
- kortilla 3y ago
  You’re just out of touch with how much people can make in the US. An IC software dev L6 offer I reviewed for a colleague 4 years ago was TC comprised of 180k salary and a little over $1 million of stock with a 4 year vest that Amazon backloads so you get most in the last 2 years. $200k in a single 6 month vest cycle is definitely possible in that offer depending on timing of amzn stock. This article was from someone who had been at Amazon 6 years and who was managing people. They were HR, which obviously doesn’t comp like software, but once you’re managing a team the stock may be similar.
  - iLoveOncall 3y ago
    I'm very aware with how much people can make per year in the US. A principal engineer that is tenured will be on around 550K a year. An HR person that administers PIPs is at most L6 and unlikely to be on more than 250K a year. 6 years in Amazon means a salary was low, not that it was high. Managing people doesn't mean anything, you can earn less than $100K TC in Seattle and be managing people. Additionally, compensation has been reworked a lot 2 years ago to increase a lot the cap on salary and reduce a stocks.
    - kortilla 3y ago
      > principal engineer that is tenured will be on around 550K a year. You ignored what I wrote
- NBJack 3y ago
  IIRC, truly well performing employees there can get very good stock. Amazon hates giving out cash. For a time, even during interviews, they would brag that even Bezos himself didn't make more than about $160k in base pay annually. Stock, stock, and stock are used for incentivization, and Amazon has indeed had some very good market performance over time.
- deleted 3y ago
  [deleted]
- cmorgan31 3y ago
  They had direct reports in HR so you might be on the mark in terms of ladder just more in the HR camp with OP as a senior manager where they combined their bonus and vest payouts? You'd just have to be a bit above Staff to hit 200k with bonus and a single vest.
- BeetleB 3y ago
  > I have £110K coming up The currency symbol is the tell. At FAANG, people get paid a lot more in the US. A former manager of mine moved to another (non-FAANG) company and was given a $500K sign on bonus. If it vested annually over 4 years, that's over $100K each vest. Start adding annual RSUs provided, and I can see a single vesting event going over $150K. And as others have pointed out, Amazon backloads the vesting. 40% in the 3rd year. Another 40% in the 4th year.
  - iLoveOncall 3y ago
    I know exactly the salary bands of Amazon in the US, no HR PIPer is earning even $100K in a single vest, let alone $200K.

deleted 3y ago

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mattgreenrocks 3y ago

Look at how their boss responded. If it wasn’t about the equity, why would they be so mad? The point of the PIP is generally to remove the employee.

pierat 3y ago
No, a PIP is about creating a culture of fear, so that management can PIP anybody with no or manufactured reasons, and control workforce with loss of job. And it has the double advantage of 'id you leave under PIP, you lose a bunch of money'. It's 100% about culture of fear and control.
cpitman 3y ago
Maybe it was that the manager was being pressured to PIP a certain percentage of people, and instead pushed back really hard to retain this person because they wanted to retain them instead. Before spending their political capital, they asked the employee if they were committed to the long haul. In the end, they went to bat for the author and then ended up in the same place. They could have just PIP'd them with a lot less effort. The article doesn't make the reason clear, but this seems more likely to me than vesting stock.
- kortilla 3y ago
  If that were the case you wouldn’t even mention it to the person or strip them of their direct reports
  - mattgreenrocks 3y ago
    Yeah. I read that as the manager taking away their ability to beat the PIP under the guise of “focus.”

jvanderbot 3y ago

I was offered a position with near-enough 100k per quarter. With amazon, a quarter is the financial decision making resolution. And, mine was a manager position. So, yes, I did start to learn about this pip nonsense, and was asked to identify the low performers from a team that I inherited. The team was full of bright, diligent, capable workers making real impact on our project. It was foolish. But it happens. You legally need precedent to fire someone. Nowadays you even legally need precedent to not give someone the average raise. This kind of "precedent caching" is a natural outcome of a tightening budget and a desire to filter through workers to find the best of the best. I hate it. I'll never manage again.

throwawayamazon 3y ago
(obvious throwaway account) I had a similar experience in Amazon, ngl the thing about "precendent caching" is real. People have to be put on PIP regardless of performance so management set crazy standards that people will fail.

rsynnott 3y ago

Amazon has a weird vesting schedule (40% in the third and fourth year IIRC) and it has gone up quite a lot over the last few years. It also appears to have yearly vests. This doesn't seem implausible under those conditions.

jaktet 3y ago
They used to have a salary cap of $165k until 1.5 years ago, I’m not sure what the cap is now but it’s significantly higher. I’m aware of a newly hired SDE2 (~2 years ago) that was hired with a TC of $305k. While the breakdown of compensation for an SDE1 and SDE2 might differ, an SDE1 breakdown is 5% vest after 1st year with 95% comp coming from salary + signing bonus. 15% vest after 2nd year with 85% comp coming from salary + signing bonus. Then after years 3 and 4 it was 40% vest + 60% from salary. It’s a little less straightforward than this because they build in an expected ~15% stock growth price YoY as part of your expected TC. So assuming SDE2 payout structure is same as SDE1, their compensation might look like this for a new hire where the strike price is $100 for AMZN at their date of hire. Y1: 165K salary, 15K stock (15 RSU), $120K bonus. Y2: 165K salary, 45K stock (45000/(1001.15) RSU), 90K bonus. Y3: 165K salary, 135K stock (135000/(1151.15) RSU) Y4: 165K salary, 135K stock (135000/(132.25*1.15) RSU) So their signing package would be like 300K TC with 15+391+1020+888 (2314) RSUs. After year 2 or 3 stocks vest twice a year. So granted payout structure is likely much different now with higher base salaries I agree it is not implausible for non-directors to receive $100k in stock in a single vest.
iLoveOncall 3y ago
I work for Amazon, vests are at least spread over two per year if not more.