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If you’re granted stock options, which give you the option to buy company shares at a discount, you can’t exercise them until you reach your vesting date.ĭon’t be shy about asking lots of questions about how these equity incentives work during your interviews. They typically are doled out (or “vest”) in batches over several years, and employees can cash them out only during certain periods throughout the year. With sign-on bonuses in particular, watch out for clauses that require you to stay employed with the company for a certain period or else have to repay the cash.Īnd restricted stock units are called “restricted” for a reason. Perks like sign-on bonuses and equity often come with strings attached. “I was able to quit my job early and take about three weeks to reset, and I was paid for that,” Ms.
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Rather than ask for a later start date and use her savings to cover her expenses in the meantime, she asked her new company to allow her to start the job but immediately take a paid vacation. Hill was thrilled to find a new job opportunity that paid competitively.īut she was still burned out and craved time off to recuperate before starting her new venture. After two years grinding away in her health care analytics role in the middle of a pandemic, Ms. They may request documentation of your vested and unvested equity grants before they cut you a check, so be ready to produce those.Īsk for paid time off upfront. Similar to those one-time cash sign-on bonuses, companies are much more likely to sweeten an equity offer than increase your base salary if they’ve already maxed out their budget for the base.Īlso, if you are leaving equity on the table at your current employer, you stand a good chance of having your new firm cover the cost of any shares you’re forfeiting. If a company offers equity (such as restricted stock units or stock options) as an incentive for new hires, you can always ask for more than the initial offer.
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Ultimately, her top-choice company, the clinical software company AdaptX, offered her $15,400 worth of restricted stock units and promised her she could be as flexible with her schedule as she needed to be.Īsk for additional equity. During that time, she asked for additional perks she had never considered in previous job negotiations, like restricted stock units (shares in the company that would vest over time). She received an attractive offer from her top choice but asked for a week to decide as she was waiting on an offer from a competitor. Plus, it demonstrates to prospective employers just how in demand you are.įor Ms. Even if you have your eye on one employer, having competing offers from multiple jobs gives you extra bargaining power. If it presses you for specifics, a good starting place is to ask for 10 to 15 percent of your base salary. Job seekers who aren’t necessarily leaving money behind can start by posing the simple question: “Is a sign-on bonus available?” Let the employer name a number first.
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Within a month, she secured a fully remote job as a senior data analyst with $20,000 more in base salary, unlimited paid time off plus stock options. She began her job search that same week, determined to find a company willing to give her both the freedom to control her own schedule - and a significant pay increase. “It was illogical,” she said of the return-to-office rule, “but they were just so rigid about it.” Hill, 47, who was a hospital data analyst at the time. “I never wanted to go back to being bound to having to be in an office, especially as a data professional, where all my work is on the computer,” said Ms.
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The flexibility of remote work had become a pandemic lifeline that she wasn’t willing to give up.
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Hill, who lives in Seattle, was newly divorced and had primary custody of two children still attending school virtually.
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Sabrina Hill knew this email was the final straw.īy the end of 2021, the message from her human resources department informed her, she would be required to return to her office full time.