So as some who have moved from satellite/abroad offices may know, there's a huge gap in RSUs compared to US. That's due to a range of factors, biggest one I'd say is competition and industry standard. However, outside of visas keeping you at your company, financially it would not be beneficial to remain at the company. To give you an example RSUs that I have been offered in overseas offices for Apple, Facebook, Amazon and Google range from 35-60k euros (40-70k usd) over 4 years for a senior IC (ic4-6/L5-7) roles... So you're looking at around 10-15k usd vesting a year. I've seen on here numbers of 250k+ over 4 years. An almost 3x+ at least. Is there ways that companies try to put you on par or do they not mind losing these employees after Perm residence (or do they hold you at mercy with the H1B/L1)?
I'm interested in this as well. Usually when people move to the US through internal transfer on L1, the base is adjusted to US standards. Do people also get a new stock grant to bring the RSU component up to standard?
I can say we don't hence my question out there. Becuase the difference is very material (200k+). It's weird in that the longer you stay, the bigger the difference is.
Then it's brutal, especially for Senior & above. Wonder if G, MSFT or Uber does it differently.
I would look at it this way: compare your current total compensation with what you can make at another company. Don’t worry so much about what other people are making. Your time is worth what someone is willing to pay you.
That's exactly that. It would be 200k+ more in RSUs comparing like with like if it wasn't for the visa lock. I know it's a matter of 'doing your time', but you'd think the effort, time etc that goes into moving someone internationally they'd invest in paying market rate for retention no? I'm happy working where I am, but I also have a family so reality of finances will dictate eventually...
Having priced many tech position and having hired many people I can tell you with 100% certainty companies aren’t paying for loyalty. Your compensation package is simply based on what the company thinks you can get today somewhere else. That’s why it’s always good to negotiate for more pay by showing a legitimate offer from another company.
EU has many laws that gives worker great benefits, such as huge amounts of PTO days, sick leaves, paternity leave and number of work hours per week. There are also many rules surrounding layoff and termination so that company cannot get rid of an employee easily. The above increases the cost and the risk of company of hiring someone in EU, and therefore the employees gets paid less in both base + RSU.
Agree, even though half the amount is not the same - despite similar cost of living, that's probably also down to competition and market wages. But it's weird they don't re-adjust to US standards once we move. So we get none of the EU perks, but get some of the US perks (salary pretty much, none of the local perks +RSUs)
It really depends on if the move is perm or temporary. If the move is temporary and employee is is on L1 Visa and expected to go back to the EU office, it doesn't sense to give them local perks + RSUs since those EU employees are technically still employees of the EU entity, and will have different rules/laws. If you here on a H1b visa and you are not getting local perks +RSU, then start job searching with the competitor!
What about the base? Is it higher than US?
No place outside the US has as much in base (except probably Zurich)
A lot lower. My salary in Europe a while ago was half US base, while also paying more tax (yes despite 45%tax that Californians pay).