Lecture 15: How to Manage

Re:Lecture 15: How to Manage by fr11 on Wednesday November 12, 2014 @12:45AM (#8594192)

In the situation of the 10 year vest, he pays attention to the feelings of unfairness that other employees pay attention to, but ignores the feelings of fairness that other employees will also pay attention to (hey, that guy left and didn't get screwed over by our stupid 90 day exercise policy).

Notably, the direction he argues for is primarily beneficial to the founders/CEOs, the position he's been in, as it reduces dilution by getting stock back into the option pool (and then not having to expand the option pool) from employees when they quit.

RSUs? A 10 year option? Someone needs to find a better way.

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Re:Lecture 15: How to Manage by danieltillett on Wednesday November 12, 2014 @06:11AM (#8594887)

Why not a mix of 90 day and 10 year options?

Finding the right balance might be hard, but you want to achieve the balance between having the feeling that if you leave or are fired you are not totally screwed over, but at the same time not feeling like you are total handcuffed to a job and company you hate. I am just picking numbers out of the air but you could structure it so that 25% is 10 years and 75% is 90 days.

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Re:Lecture 15: How to Manage by lostdog on Wednesday November 12, 2014 @04:45PM (#8598422)

He's also forgetting the perspective of future employees.

"I need to exercise immediately? These options are worthless. I need to demand full salary."

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