any company does this? when you get promoted, you get a small raise in base, and an actual raise in “RSU”s. however, the “RSU” part is not vested until after 3 years - for the next 3 years your TC remains only slightly higher than before promotion, but higher expectations at review time, effectively lowering quarterly bonus/TC.
Lmaoo fuckkk that. Jump ship immediately.
This is worse than Amazon !
Depends on the RSU’s and value of the stock of that is worth hanging out for. Do the math on today’s stock price minus half(just in case the market corrects). If that number looks good then stay.
In other words, they changed your title.
Indeed doing this?
This is a pretty gross mischaracterization of how Indeed handles promotions.
What if they laid you off before 3 years? You have no up side in this event. This is not a promotion, it's a demotion
Ha what a joke get out of there!
The worst part is at indeed the “RSU”s aren’t like stocks, which will not grow at all over that 3 years. It’s just a set amount, and after 3 years the executives announce “this year they are worth $2 per unit” or “$0.5 per unit” and it’s impossible to know that number ahead of time.
This is not accurate. As you make progress towards a promotion (and there are concrete processes for that) you get regular base raises and your new LTIP grants go up as well. So the grant that vests in the year after your promotion would be much closer in size to your new level than the old one. In other words they try to give you “partial credit” for TC raises as you make progress over time rather than a waiting for huge bump at promotion. It’s a weird system, it’s not communicated well, and I don’t entirely agree with it, but it’s not as dire as you make it out to be. To your last point, promotion raises are set up so that your base+bonus does not go down (and typical goes up) if you were Exceeds at your last level and Meets at the new level.
No the issue OP is talking about is real and a consequence of the wildly overly complicated promotion process you described. Except for very rare cases an LTIP grant has a vesting schedule of 100% at 3 yrs, unlike a typical RSU grant that will have a schedule of like 25% per year for 4 yrs. No matter how you slice it that is a poor incentive to stay.
My point is that your LTIP grants at -1 and -2 years before promotion were larger than they would have been if you did not make progress to a promotion. That’s rarely communicated and has other bad side effects but the system is designed to address this.
2024 Tax
Yesterday
3792
Biden’s new tax proposal is wild
Tech Industry
Yesterday
713
Chances of meta clearing E5 with screwing up one coding one round and acing all other
India
Yesterday
1618
Please vote sensibly 🙏
Software Engineering Career
Yesterday
909
Did the googlers deserve to get FIRED?
Layoffs
2d
42207
Google CFO confirms 'large-scale' layoffs (Apr 17)
sounds whacked my man
whacked indeed