You're navigating equity compensation negotiations. How can you secure a fair deal for yourself?

Know your worth - do your research. Speak to industry experts who have data on the current trends, etc. Ideally you should have a number of headhunters whom you know who can provide you with their views too. Ultimately, you are worth what you think you are worth - this will be tempered by what the company is willing to offer and it would be up to you or the company to decide if you are willing to agree to the numbers on the table.

Obtain a fair equity pay agreement and recognize the value of your work and abilities. Examine typical equity packages related to your position and sector, as well as the financial stability and future growth prospects of the business. Understand the terms of the various equity kinds and the timing of vesting. Consult mentors, attorneys, or financial advisors for advice. Express your expectations clearly and provide evidence to support them. You may negotiate a deal that reflects your value and advances your career goals by being well-prepared and knowing your worth.

Set Salary Grid that applied to all staff new hires. Hiring by qualifications not by Sex or color. My salary set by board annual was fair salary plus bonus tied to profit. Introduced profit sharing for everyone other than senior level who were based meeting goals.

The closer you are to the top level, the more equity compensation is usually a part of the package. More senior = higher percentage of equity of the overall comp package. Your goals need to align with the way Wall Street (or investors, or other stakeholders) value the business. Before worrying about how much equity compensation you will be granted, ensure your work lines up with the results that are valued. Once you have established that alignment, then evaluate how the organization incorporates equity into compensation and your seniority to make it equitable.

Evaluate Your Qualifications: List your educational background, certifications, and relevant training. Assess Your Experience: Consider the number of years in your field, key projects, and roles you’ve undertaken. Review Your Achievements: Identify specific results and outcomes you've delivered, such as increased sales, improved processes, or successful projects. Identify Unique Contributions: Highlight what sets you apart from others, like unique skills or innovative solutions you've implemented. Research Market Value: Compare your role and skills with industry standards and salary benchmarks. Articulate Your Value: Prepare to clearly communicate your worth and contributions during negotiations.

Entenda remunera??o com capital próprio: op??es de a??es e RSUs têm termos fiscais e crescimento diferentes; saiba os detalhes antes de decidir

True, and, make sure you understand the specific terms being offered, including vesting schedules, dilution effects, and the exit strategy of the company. Furthermore, it is crucial to ensure that the company is sufficiently funded to mitigate the risk of significant dilution of your RSUs.

Avalie riscos ao receber remunera??o patrimonial: equilibre potencial de crescimento com conforto com risco; decida quanto vincular ao desempenho da empresa

State your ask and then stop talking. Wait for the employer to respond. Do not fill the silence with explanations or justifications. This may feel uncomfortable – that's normal. Typically, avoid agreeing on the spot. Let them know you'll review the offer details and get back with your thoughts. If only one part of the package was provided, ask for all benefits to evaluate the total offer. Consider hypothetical outcomes and your responses: 1) If the total offer is below expectations? 2) If the offer is close to expectations, are there other factors to consider? 3) If a priority component is below expectations but others meet or exceed? Companies rarely meet all requests. Scenario planning helps you identify outcomes and responses.

Whether you become an investor, self employed, share holder or.., hire an accountant at once Honest word of advise based on own experience. Yes, it is worth the cost to know your financial situation.

Know your value. Evaluate what contribution you are bringing to the table. What are the value of the company or the founders Be transparent with the negotiator. Listen before speaking Hope it helps

There are many books and models on how to negotiate. My belief is that position bargaining only invites discord and eventual deal breakers. Instead, interest bargaining is the preferred approach. You should be clear as to what you must have, want to have and like to have. You should also know what the other party's MWLs are. In that way, you can explore ways that both parties can have their Musts and many of their Wants.