Asking for $20,000 more on a $200k+ offer is a đźš© #careeradvice #corporate #corporatelife #career
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Asking for $20,000 more on a $200,000 plus offer is a red flag. Most young directors, VPs, other execs are obsessed with cash, mostly because they don't know all the other things they can negotiate, or maybe they're intimidated by equity or whatever. So they're worrying, ugh, they offered me $200, but I want $220, what should I do? Who gives a crap? $20,000 a year is less than $2,000 per month, which is like $500 bucks after taxes per paycheck. So who cares? At the senior level, you shouldn't give a crap about $500 per paycheck. What you should care about is all this stuff instead, which has way more value, better stock option terms, lump some cash opportunities, benefits that will make life way more comfortable. If you want to go deeper on each and every one of these things, including what priority to negotiate them in, and how likely it is you'll get them, grab a copy of my senior compensation bible at compensationbible.com. Guaranteed, if you're a senior leader, this will improve your comp plan dramatically. Again, compensationbible.com.
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🤯 If you joined Nvidia 5 years ago as a junior employee with a $400k equity grant vested over 4 years, just that initial grant would be worth about $13M today. Not bad. Here's the lesson: yes stock options and RSUs are lottery tickets BUT you cannot get wealthy—truly wealthy—without equity. There is no way that cash comp alone can make you rich, even at places like Nvidia, Amazon, Apple etc. Heck, even Tim Cook's salary is only $3m - and let's face it, the rest of us are never going to be him. So yes, make sure that cash and benefits are the driving forces of every offer BUT also, don't gloss over the equity and just take what they give you. That's a recipe for regret—and trust me, I've been there. #executive #corporatetiktok #corporatelife #corporate #careeradvice #careertiktok #career #saas #startup #startups
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