Equity can be the golden ticket to financial success, especially in a promising startup or private company. While it’s not a guarantee, an ownership stake in a company with potential unicorn status can be life-changing. But for most, equity comes with the promise of potential long-term gains. Here’s how to secure a favorable equity deal in a private company.
Seek guidance from a financial advisor to navigate the complexities of stock options and financial choices when it’s time to exercise them.
Understand the Corporate Structure
Before negotiating, ensure that the company offers equity. Many private companies are closely held, with ownership concentrated in a small group. In such cases, sharing equity with non-executives would be unconventional and legally and operationally challenging for the firm.
Prior to accepting a job offer, familiarize yourself with the company’s structure. If equity is a priority, verify that the company is open to such arrangements.
Timing Your Negotiation
If eyeing a new position, leverage the job transition as the opportune moment to discuss equity. For existing roles, consider raising the subject during a promotion or significant review. Imposing changes to your compensation package merits a natural transition point. Align equity discussions with pivotal career milestones.
During a review, present equity as a goal and explore the path to incorporating it into your remuneration.
Consider Trading Pay for Equity
Adopt the “sliding scale” approach during salary negotiations. Request an equity stake but be willing to accept a lower salary in exchange. This can present an attractive proposition for start-ups, allowing them to conserve cash while offering potential high-value payouts to employees.
Request Vested Options and RSUs
Opt for stock options and restricted share units (RSUs) as means to receive equity. Stock options grant the right to buy company stock at a predetermined price, subject to specific terms. RSUs, on the other hand, involve the direct allocation of shares under predetermined conditions, typically a vesting schedule.
Initially aim for direct shares – should this encounter resistance, pivot to options or RSUs. Highlight the value of the vesting schedule to underscore the mutual benefit of the arrangement.
Legal Considerations
Owning equity in a private company introduces complexity beyond that of holding shares in a public firm. The valuation, trading restrictions and tax implications differ significantly. Seek professional advice to comprehend the intricacies of your equity contract.
Consult a financial advisor or attorney upon receiving an offer to gain clarity on the terms and implications of the equity arrangement.
Evaluate the Company’s Worth
Conduct a thorough assessment to gauge the long-term prospects and value of the
Maximizing Your Equity Offer: A Comprehensive Guide for Investors
When it comes to compensation packages, stock options can be a game-changer. The allure of equity in a startup or private company is undeniable. However, understanding the nuances of equity negotiation is crucial. The stakes are high, and questions abound: What happens to your shares if you leave the company? Is your equity package performance-based, and if so, what are the concrete metrics of your agreement? Did you sacrifice pay or bonuses to secure this equity offer, and was it a trade-off worth making?
Make no mistake, the overall value of your equity offer is a complex equation. Stock can undoubtedly be a valuable component of your compensation package, but its worth is inexorably tied to the underlying company’s strength. It is vital to tread carefully and weigh your options astutely.
Guiding the Conversation: Negotiating Equity in Your Compensation Package
Entering into salary negotiations for a new job is invariably daunting, and this trepidation is compounded when endeavoring to secure stock options as part of your compensation package. Discover effective tips for broaching this conversation and advocating for equity with your private employer.
Investment Strategies for Novices
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The viewpoints and opinions expressed herein are those of the author and do not necessarily mirror those of Nasdaq, Inc.
