Strategic Recruiting Partner to Innovative Biotech & Pharmaceutical Organizations ? Recruiting Market Access, National Accounts, Sales & Leadership ? Rare Disease | Oncology | Biologics | Buy & Bill
Want to attract and retain the best biotech/biopharma sales and access talent? Grant RSUs…not options. In today’s competitive rare disease and oncology markets, top candidates aren’t just looking for a paycheck, they want ownership. They want a stake in the company’s success (especially in startups). Here’s the deal: RSUs are ?????? more attractive than stock options. RSUs have real value. Stock options? Not so much. ? With stock options, employees take most of the risk. If the stock price never rises above the initial strike price, those options are worthless. Unfortunately, I see this happen more often than not. ? RSUs are an actual financial asset. Once vested, employees own real shares, even if the stock price fluctuates. ? RSUs remove uncertainty and provide true ownership from day one, making them far more appealing to candidates evaluating multiple offers. I can’t tell you how many times I’ve approached someone with a killer job, but they turned it down because they had significant RSUs they couldn’t walk away from. Of course options are better than no equity, but when companies offer RSUs, they’re signaling a long-term investment in their employees which leads to: A hiring edge – Candidates know the difference between real compensation and a speculative incentive. Stronger motivation – A real stake in the company increases commitment. Better retention – Employees stay longer because they see tangible financial upside. If you’re hiring and want to compete for the best sales and market access talent, equity structure matters. ???????? > ?????????????? ??????????…????????????…????????.