Can You Get a Sign-On in This Market??
Susan Tien
I find legal experts for companies (unicorns to Fortune) & I help lawyers find their way
Although the recent September job report was positive, the in-house market has not yet recovered. But even so, the Wall Street Journal reports signing bonuses are still possible. How can you do it?
So why would a company consider a sign-on in this market? I agree with the WSJ article that a company trying to recruit you has put in a lot of time and money and doesn’t want to lose you at the end. And (I often see this) if an employer can give you more money via a sign-on, they can close? you in a way that won’t upset the current pay structure of their existing team.
General Counsel Growth Advisor | TEDx and Keynote Speaker | Board Director | 2x IPO | Former Public Company Corporate Secretary, Chief People Officer, Chief Legal Officer
1 个月Agreed. Also, I've seen MFNs gain a bit of traction. They are designed to keep comp within a certain range of other execs (usually the CFO) with the same experience. The idea is to ensure that exec comp doesn't get out of whack. One of my clients with three decades of experience joined a company with a healthy comp package for the CLO. She quickly learned that the CFO was making 2.5x her salary although he had substantially less experience and a less successful track record. The other exec comp numbers were even higher. It became a thing once it the compensation committee was made aware and the comp consultant weighed in. It's also a good ask for transitions out.
Deputy General Counsel, AI Innovation & Trust @ Docusign (former GC of Lexion) | Board Member | Growth, Strategy, GTM, and Operations
1 个月Agree that a sign on bonus is easier to digest for an employer than a higher base and more equity as those items are usually based on a leveling framework and impacts the comp of existing employees.