How many rsus does google give

If you do, the base salary component of your job offer will probably be slightly above your current salary and it will be challenging to negotiate a substantial increase once they make your job offer.

They will also usually ask for your salary expectations. That request will sound something like this:. Do not tell them your salary expectations because you will essentially be guessing what they might pay someone with your skillset and experience to do the job they need done. You will practically always guess wrong and cost yourself money later on. Google will hold on tight to these numbers and it can be very, very challenging to get them to move once they know what they are aiming for.

So avoid sharing that information if at all possible. So, in my experience, this is a bluff. For a deep dive on how to avoid sharing your current or expected salary when asked, see this guide:. They will often respond to a request for a higher base salary by moving slightly or not at all on base salary, while suggesting a significantly better equity or sign-on bonus component.

I'm Josh Doody, a professional salary negotiation coach who helps experienced Software Developers negotiate job offers from big tech companies. However, there's a lot of things that went into that email.

Where do we want to pressure them? Which dimensions do we want to go on? It was knowing the correct things to ask for cash or equity , knowing the correct amount to ask for, and knowing how to come up with a narrative around why they should try to reach my number. That email wasn't just a number, it was a story. Google Stock. Sell Google Stock for Car?

I can afford the monthly payments however considerin. So I just got an offer for the L4 position from Google India. My recruiter told me that I can either join in December or January. I wanted your help to decide the joining date Pros of joining in December: I will be eligible for the stock refresher at Google next year i.

I am no. Talk privately with your coworkers. Join your company's internal discussion. See what they are saying about their company! Google stock vesting in fractions. So, at the end of 1st year, will 6 stocks vest or 7. Google stock refresher I have offer from google for L4 so I have a few question related to google stock refresher. I heard that there are no stock refreshers for first year, you get from second year onwards. If I joins in Dec then I will surely not get anything during feb mar cycle but will I be eligible for st.

And Stripe had over hires in the pst few months. I am curious on who are these people and why are they leaving 4 year grants to the shitty Stripe RSU policy where there is no upside. Stock refreshers Google I got an offer for L5 from Google and am wondering what is a range for refreshers? Also, any do's or don'ts to make sure you maximize your bonuses and refreshers?

What just happened to google stock price What just happened to google price here? For high-growth companies who raise several funding rounds, some level of dilution will be an ongoing characteristic. Startups growing at a healthy pace will see stock holders own a smaller piece of a larger pie - but the pie growing typically offsets the shrinking in ownership. At the same time, dilution is rarely the cause for employee stock options not being worth much.

Not getting to a liquidity event or just stopping to grow are far more common cases. And remember: there is nothing you'll be able to do about dilution as an employee. However, you might be able to impact growth: and very high growth with high dilution almost always has better outcomes than slow growth with little dilution. Regardless of what type of equity you'll be issued, taxes will be a key question. When are they due? What is a sensible strategy to optimize them?

What options do you have to change how your gains - or losses - are taxed? Taxes on top of exercising options are often a huge surprise factor, especially for late-stage unicorn employees. Secfi collected data from individuals in more than late-stage unicorn companies in the US and found taxes to account for more than 6x the exercise price in this study :.

Taxes are outside the scope of this article beyond the fact that they will be due. Especially with options and non-liquid stock, they might be due before you can realize the value of your equity. Do your homework and talk to accountants to understand the tax implications. Decide if you want to exercise early - and if you don't have the funds to exercise and pay taxes, look into financing options like Secfi who might help out. While employee stock is generally something positive, there are plenty of ways you can see no money from them: and even lose money on the stock.

Equity being worth less than what you banked on is a very common case with publicly traded companies and Big Tech. The simplest case is joining a publicly-traded company at a time when its equity value is slowly going down. At larger companies, equity "top-ups" might have made the "decrease" less painful. Equity being worth nothing is the most common outcome with startups. The company might never go public. It might be sold at a price where common stock - and options - are worth nothing thanks to ratchet causes protecting the early investors.

The company might never have a financial event. If you joined the "next and better Uber", you'd have gotten nothing. Sidecar was the first "true" ridesharing company, connecting riders with drivers who did not have to be black car drivers. Still, despite innovating ahead, the company shut down a few years later.

Anyone with equity in the company was left with nothing. As another story, one of my friends worked at five startups, over five years, exercising options in each. Only one of the startups ever had an exit: it got sold to another company. Company valuations collapsing like WeWork did and employees losing big money is not as uncommon as it seems.

However, this all collapsed in a matter of 6 weeks. Some employees "only" lost hundreds of thousands of unrealized gains. Employees losing big money by exercising options is not a common story, but one that has happened several times - and not just to WeWork early employees. Several employees lost large amounts of savings as they paid cash to exercise options, bought stock in the company, or paid taxes on the common stock they received.

The takeaway from this story is that company share prices can go down as much as up, and when a company is sold, common shareholders might end up nearly empty-handed. Fast-growing companies needing to lay off staff and slash company valuation - and thus, the value of any equity also happens frequently. By nature, high-growth is tied to high risk, and sometimes that risk does not pay off.

There's a fair chance you could be laid off during this time. Even if you are not, your equity value is unlikely to be worth as much as it did before.

When companies are acquired by private equity, existing shareholders might see little value for their stock, even if the company is later sold or taken public.

FanDuel was a seemingly rocketing unicorn, where founders and several employees were millionaires on paper. As part of the sale, founders and employees got nothing. Lawsuits are still in progress , but employees are likely to see nothing of the sale. The case of the convertible note not converting is a rare and interesting story.

Toptal employees were promised stock, but even the company's co-founder was empty-handed. This was because all stakeholders received a convertible note that granted them equity if and only if Toptal raised more money in the future, after their seed round. In almost all cases, companies raise more money. Lawsuits are in progress, but employees will likely never see stock. Most engineering positions still don't offer any equity: Big Tech and high-growth startups who want to recruit exceptional talent are the ones who typically do.

I don't have all the answers, but I do have plenty of experience both interviewing for these companies, and helping others prepare for interviews. If you're interested in interview preparation advice for senior and above engineers and engineering managers, subscribe to these free emails from me here.

I won't publish the contents on this blog - they are my raw thoughts, and I'd ask you to not share them elsewhere. Books that go deeper in the topic - especially for equity with US-based companies - are: Equity Compensation for Tech Employees - a book I reviewed, written by Matt Dickenson , software engineer at Square.

The Holloway Guide to Equity Compensation - a popular book for tech employees. Why Equity is Important: Success Stories Equity is an important compensation component for software engineers at Big Tech and the "top" tech startups. At places like this, staff and above levels in the US often receive more in stock per year than their base salary: Compensation data for Facebook, Uber, Stripe and Twitter based on salaries shared on Levels. At these companies, equity becomes more prominent from the senior and staff engineering levels.

They were allowed to sell their stock starting May , after the 6-month lockup expired. The startup was the first to put extremely employee-friendly equity policies in-place, like a year post-termination exercise window. This engineer has not yet vested all options, and they are not yet liquid - but there's a high chance they will be, following an IPO.

Source: Secfi state of tax options Had they not received such a strong equity package, they would not have benefitted from the rise in equity. A software engineer received 4, RSUs vesting over 4 years when joining Airbnb.

Vesting, Cliffs, Refreshers and Clawbacks Any time you'll be awarded equity, you'll see a few common terms. Going back to the previous example: 48 shares over 4 years, vesting quarterly, with a 1-year cliff would mean this vesting: 3 months, 6 months, 9 months: no shares.

Conversion from monetary value to shares or options could happen at two timeframes: Converting when awarding the grant. This is the most common scenario. This approach ensures upside if the stock goes up - but also downside if it goes down. Converting on vesting of each stock unit. I was going to say the same thing. The downside is that it means you get very little choice of your doctor, the hospitals you use, etc.

I think the only reason people consider it a gold standard is because they market it really well especially in the bay. Kaiser varies significantly based on which center you end up in. I've heard very good things about the Redwood City location and very bad things about Santa Clara.

There're probably similar variations among its other hospitals. I've been on various Anthem PPOs of varying quality Google's covered basically everything with zero copay or deductible, their individual plan wouldn't even cover my PCP, my wife's plan was in the middle but getting progressively worse.

With Kaiser you know that they'll take care of you but you don't have a lot of flexibility or recourse if your particular needs don't meet what they offer. With a PPO you have a lot of flexibility to choose the best providers available, but you have to fight with the health insurance company for a lot of things, and the administrative hassles can be a huge burden. For example, I was always exhausted and I requested a sleep study. What I got from Kaiser was a crappy take home gadget that detected no abnormalities in my sleep.

They were able to diagnose breathing and snoring issues within 30 minutes. There are more stories from both coworkers and friends. Save yourself a headache, pay more for a better provider The only advantage Kaiser has over many health care providers is price.

For actual healthcare outcomes, Kaiser will outrank most PPOs. Because Kaiser is an integrated health system, they are highly incentivized to actual improve outcomes. PPOs might feel better to you because they let you have choice and freedom but I strongly suspect that from a purely what's best for public health is systems like Kaiser.

A patient's sense of satisfaction with their healthcare is rarely correlated to outcomes. For example, I worked with healthcare data and we were developing quality metrics and we found for a lot of providers had a negative correlation in metrics to their review scores.

We strongly suspected these are doctors who have good communication and empathy skills but weak clinical skills. I remember looking at malpractice studies and seeing something similar.

As a doctor, the probability of getting sued for malpractice is driven by your bedside manner and NOT your clinical outcomes. Essentially, we've found that a doctor with bad clinical expertise but great bedside manner will get sued more than an amazing clinician who has bad bedside manner.

It's a slipper slope if you think your anecdotal satisfaction with your medical provider is a metric of how well the system takes care of you. Unless you are looking at outcomes at a population level it's really hard to see what's going on. I will say as others have noted that Kaiser's mental health support is terrible, but there outcomes outside of that are very strong if not best in class.

They were frequently studied in my partner's master of public health, because of their strong outcomes. Also don't underestimate the power of primary care in the heaths system patient's tend to skip primary care visits in PPOs. Many of the life threatening issues my partner sees were caught only due to a primary care visit which exactly why systems like Kaiser are effective.

This happens too often on HN. Meanwhile the most significant rankings are not only patient opinions but rather systematic reviews of outcomes, expert analysis and objective metrics. Newsweek did one such ranking that put Kaiser behind 4 other hospitals. OP and myself were discussing Kaiser as a health care plan. The ranking you showed was about hospitals not health care plans; a health care plan and a hospital are two completely different things. I also never said Kaiser was the absolute best in every area I even mentioned their mental heath is very weak , just that their model is solid.

Again, I worked with claims data where we could analyze primary care utilization and kaiser was significantly higher than most PPOs in our systems and high in general. We specifically built an email targeting patients who did not visit their primary care doctor in the last year and Kaiser was at the bottom of numbers because of the high usage.

There is definitely a lot more research you can find studying Kaiser's integrated approach and how it related to primary care usage. Kaiser is pretty good good at preventative care, primary care usage, and some chronic care management. Again, I've outlined research showing outcomes and quality metrics showing Kaiser is pretty solid.

Their primary care usage is higher than other health plans, and there are quality metrics and research showing they are pretty good at preventative, primary care, and chronic care management. There are definitely gaps, but from a population level outcomes, they perform at or better than many PPOs given their costs.

It's not like they have that much secret sauce, the main advantages they have are the same ones a nationalized system has being integrated aligns incentives better. This is what I mean by poor reasoning. Sure, Kaiser is a good bargain. The ranking you showed was about hospitals not health care plans; This is a bizarre retort as Kaiser generally locks you into their hospitals.

Kaiser is also terrible for mental health. Kaisers mental health services are mostly used by Kaiser staff. Its a fun industry secret. Kaiser is awful. I've used these 3 systems. Anyway, I agree with you. Kaiser is convenient, but the standard of care of HMO-nominal i. You're correct, PAMF is sutter. This is fascinating to me since I've never worked since graduating, anyway outside of the Upper Midwest. I worked for a startup here once, but that was bar none the worst job I've ever had. Job offers have never been anything but a straight salary and a k, sometimes with matching, sometimes not.

No bonuses or stock ever. Raises have usually been just below inflation rates. Vacation peaked for me at 3 weeks. For context, I'm a senior software engineer with twelve years of experience. I make about that in a relatively low COL city in the south. Note: it's an immense salary, of course, but not so far from when you consider COL. Whether or , we're all very fortunate. Finally, from what I've heard, it's far from guaranteed for a non FAANG senior engineer to get offered a senior engineer position coming in.

More common is to start at engineer, which would be a straight up demotion in salary when you consider cost of living. FAANG engineers are welcome to correct me if this is not the case at their company.

Edit: surprised this is getting heavily downvoted. I'm not claiming they're equivalent, only closer than you'd think. Also, I wonder if folks even look at COL comparisons, which don't even tell the whole story. And I live in an even lower cost-of-living city than Raleigh.

Particularly if you want to buy a home. But for older devs with established families and spouses with careers, the salary isn't as overwhelmingly more as it appears at first glance.

In the absence of arguments otherwise, I'll assume the truth hurts. There isn't anything listed Zillow close to Infinite Loop, Cupertino.

Just curious, as I currently walk to work and that's a massive QOL issue for me. Almost nobody walks to work at the Silicon Valley tech company campuses - they are mostly suburban office parks surrounded by parking, so you'd have to walk pretty far. Lots of people bike though.

There are plenty of people that walk to work in SF itself, and walking to work in San Jose will probably become more popular as the various new office buildings around Diridon start to open.

If you highly value walking to work and to other amenities then NYC is a great option. Interestingly, the suburban office campuses in this area are beginning to go away. Companies are moving to locations that are at least Metro accessible Google's new office , or into urban areas Amazon HQ2. Local zoning has changed to make that more palatable - just interesting to see the change in preferences since I started work in Reston is nice! Didn't mean to imply that NYC is strictly better. But walking is a big incentive to stay put.

That was one fear with HQ2 coming to DC. But if Google expands its footprint, and with the Metro opening soon, we might see another bump soon. That isn't a house at all. It's an apartment condo. Worse yet, the land itself is leased from a different owner.

Start with the idea that you own the land and the building, and that you can walk around the building while staying on land that you own. Ideally you would also have mineral rights, the right to drill a well, and similar. You should have the right to bulldoze the building, paint it any color, add brick facing, add gargoyles, or install a triangular front door.

I like my space. I like my city. I don't need more space. It's within a 12 minute walk to Google and a 12 minute bike ride to FB. Also close are Amazon, Twitter, Spotify, Uber, etc. Source: Zillow around whisman station. There are many houses just east of AP to the airport in the 1. Assuming you want what's going to be pretty typical in the midwest, that's not at all realistic. If you really want a house comparable to what's affordable on k out there, you're talking at least double that.