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Open guide to equity compensation

(github.com)
656 points mooreds | 1 comments | 13 Apr 25 19:13 UTC | HN request time: 0.202s | source
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retiredpapaya ◴[13 Apr 25 23:26 UTC] No.43676621[source]▶
The Netflix approach to this [1], where Netflix allows employees to choose how much of their compensation is cash vs options seems like the best approach - you can tune based on your risk tolerance.

> Each employee chooses each year how much of their compensation they want in salary versus stock options. You can choose all cash, all options, or whatever combination suits you. You choose how much risk and upside (down) you want. These 10-year stock options are fully-vested and you keep them even if you leave Netflix.

[1]: https://jobs.netflix.com/work-life-philosophy

replies(4): >>43676634 #>>43677812 #>>43679163 #>>43682641 #
1. jiveturkey ◴[14 Apr 25 15:49 UTC] No.43682641[source]▶
this is a bad comment for this subject. NFLX options are on a publicly traded stock. the terms are also different than a startup stock option. you've really just introduced confusion into this subject, judging from all the child comments.

in my experience, most startups do offer you a sliding scale of cash vs equity, just not 90% as NFLX does. they may not advertise it or be upfront about it, but i've never personally experienced a startup that wouldn't trade one for the other.