Snap, L4, Seattle:
Base: 185
RSUs: 645 / 3 years
Sign on: 30 / 3 years
Bonus: 10%
edit:
Refreshers: no stacked refreshers, ongoing equity target 215 / year starting year 4
TC (without refreshers): 428
Pros:
Good team, no need to move, no cliff
Cons:
Volatile stock
Google, L5, Bay Area:
Base: 210
Stocks: 450 / 4 years
Sign on: 30 / 4
Bonus: 15 %
Edit
Refreshers: est 12 - 40 per year
TC (without refreshers): 361
Pros:
Good team, strong stock, G brand if any
Cons:
TC much lower, COL in Bay Area high, relocation
Both are final offers, no room for further negotiation.
Curr TC: 250+, YOE: 4-5
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comments
LC hards?
Ongoing equity is stock that starts vesting annually after year 3 (once your initial stock grant runs out) and is supposed to be the same annual $ value as your initial annual RSU (I.e. initial RSU divided by 3). But the ongoing equity grants do not overlap or stack like a conventional refresh program does. In other words, if the stock stayed flat (obviously this will never happen but to illustrate), there would be no “cliff” in your TC. Your recruiter can explain to you how ongoing equity works, but this 20 per year thing you mentioned is not consistent with Snap’s comp program unless something changed super recently. It should be more clear in the offer letter if you got one already or are about to.
Your recruiter probably explained this to you already but, 15% cash bonus per year is not a guarantee, it can range from 0-1.5x+ of that 15% target. But if you are a higher performer for your level then you are more likely to get at least 1x.