For example, say someone at a startup or spinoff division from a big company bought by another big company is making 200k as a senior dev at his current BU and then the BU gets acquired by a FAANG company that normally pays senior devs $400k. Is it typical for that FAANG to hike that persons TC to match the normal rate at the company? Or keep them low because they can get away with it? What’s been your experience if any?
World Conflicts
Yesterday
595
Peaceful Protest Hasn’t Worked and Has Been Met With Aggression.
World Conflicts
Yesterday
1159
Why do Indians support Israel so much( on blind surprisingly) when Israel really thinks 💩of them ?
Tech Industry
Yesterday
816
Is meta really worth the wait?
Tech Industry
Yesterday
3211
Pray for folks at Tesla
World Conflicts
Yesterday
654
If Osama was alive today, would he have found support from some liberals in the same way they now support Palestine?
Depends on the company and if they are considered separate legal entities after merger. If that’s the case, benefits that are offered are going to largely stay the same. Comp would be in RSUs of FAANG company and some salary adjustment would take place but they wouldn’t get to 400K.
What if the dev makes 200k cash at current company, and FAANG pays equivalent dev 200k cash, but current company offers no RSUs and FAANG normally offers 200k annual RSUs? Could they get to 400k in that case?
No lol what’s in it for the company? In that case dev is double f’d cause they don’t get the nice equity from the buyout. Maybe they get some RSU (50k,75k) but def not hitting 400K TC, especially if it’s a separate legal entity