L6 individual contributor I knew that TC could be affected by stock value, but hoped I would get more RSUs to meet my new hire Target Comp, based on the company's own value projection. Instead, after a very good annual review, I see that my year 3 comp locks me into a 12% reduction, based on the new RSU allotment (even assuming a 15% YoY stock jump). Manager insists it's not reflective of performance and it happened across our department. Has anyone experienced this? #amazon
This is how the company works. If stock performs well you get nothing extra. If stock performs poorly you might get more if talent is lost to competition. In a macro environment you get nothing.
If stock performs poorly, they will expect it to rebound so you will also get nothing
Your external hire comp was probably top of band or even out of band and now you’re getting normal comp. Only way to avoid this is be YOY TT or get promoted I believe.
Yes that is it. Amazon used to make most offers near top of band. You have to get promoted to reduce or eliminate impact of 2 and 4yr cliffs. One year of TT puts you at 90% of range penetration. Need 2 consecutive years to get to 100%. Most others below are around the 50% mark. So if hired at 90%, you will likely drift down. Recruiters now tell me they are held to making offers at much lower range penetration now with very few exceptions. (I am Amazon alumni and took off at 2yr cliff even though I was about to be promoted). When you are promoted, you start near bottom of new band which if you are lucky is about where you already are at. Oh yes, there is also the band downshift going on.
Meta is partially right. TT == 80% penetration Band downshift is not happening. All new offers are capped at 50% of band penetration going forward.
Year 3, your manager is probably being honest. The haircut increased from 5% to 25% company wide. You should be just looking at next year, and 2024 review will adjust year 3 for one more time.
This applies to new hire offers too?
@reinvolutn is correct
TC or GTFO
Yes this happened to me also.
Would you give them money back if RSUs had gone above the target comp?
This is such a fuxked up argument. You put in efforts to see the stock go up, some dodo executive blows shit and their comp gets adjusted to 100 million more. We make little to nothing and you want to come here and boot and asslick the management. Pathetic
Tell me you don’t understand Amazon’s comp structure or OP’s issue without telling me.
2025 comp was delayed so that should still get reviewed when you get there
TC?? also what was your actual comp at vesting, and how does that compare to your projected comp? Reality is more important than the fiction amazon you believed when you were hired.
Amazon is a really bad company from comps adjustment perspective. They grant low number of stocks if they realize that you are making a lot more than target comps due to high stock price, but when the same stock value drops they don’t grant bigger number to meet target comps. On the name of frugality they scam their own people.
It’s the same at LinkedIn
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That’s Amazon for ya.
Not just amazon. Happens mostly everywhere
@zillow - Amazon is special as it calculates comp based on an assumed 15% stock price growth yoy. That’s just mean