Indeed L2 Stock Refresher Policy
Hi Wanted to understand Indeed yearly refresh policy. Got an offer for L2 Senior Software Engineer at seattle Base - 165k Target Bonus - 10% RSU - 240k / 4 yr Signing Bonus - 38k YOE : 7+ #software #indeed #seattle
I just joined 6 months ago and they only gave me 125/4 after negotiating... New bands must be kicking in. I was told half of my grant over 4 years as refreshr
seattle
I work at Indeed and would also like to understand the refresher policy. They probably rolled what would previously be anniversary bonuses into your initial grant as well as compensated for any outstanding equity if you negotiated on that. I'd expect a much smaller refresh? Almost certainly below $100K.
Normally our initial grant is supposed to be twice the refresher amount. Last year sr swe got 60k in Seattle.
They recently bumped all the pay bands a level (new Sr swe band = old staff band). They haven't said if RSU refreshers will follow along, but historically we've given refreshers around 50% of sign-on. The old Staff refresher was 110k, senior was 60k. I'd bank on them pushing up the Sr refresher band to match the old staff
What is 11pk?
It was a typo. I meant 110k
Indeed recruiters have been notorious for over-inflating compensation that is intentionally ambiguous. Portions of the offer I accepted ended up being worth 50-60% what they mentioned it would be worth. Don't have high expectations. None of the RSU refreshers policy has been made transparent or clear to thousands of current employees. There are numerous threads on our internal Blind with people saying their managers don't know what the policy are and the managers are frustrated at lack of transparency by leadership. By the way, did you know they're also going through a crisis right now where the pay bands were changed and everyone is also frustrated about the lack of clarity on it? This is because its implications could be that it would be longer to get any raises and that any raises you do get would likely be lower. All Q&As have provided vague answers and not so coincidentally after the change rolled out, the VP of HR is heading out the door. Don't expect recruiters to explain any comp transparently because it isn't even transparent to them or employees.
Here's proof. People like you just point and yell hater but can never disprove points that are being made. EDIT: How expected. You call someone names for pointing out legitimate problems of the company. Then you delete your post and run away when presented with some proofs.
I love IndeedSUX
@indeedsux I will personally help you find a new job. You seem so miserable working here
I don't need your help to find a new one, I can find one on my own. I'm stuck for immigration-related reasons. Hopefully I can leave next year. If you want to help, fix the horrible Internal Mobility team we have.
BTW here's more proof:
I was told 25%-75% of the grant is the rough range by a recruiter but I’m not sure that is true. Haven’t hit my one year yet
Indeed recruiters have been notorious for over-inflating compensation that is ambiguous. Portions of the offer I accepted ended up being worth 50-60% what they mentioned it would be worth. Don't have high expectations.