Question 1

How should I value RSUs in my total compensation?

Accepted Answer

Use the current fair market value of unvested RSUs divided by the vest schedule. For a $400K RSU grant vesting over 4 years: $100K/year. Apply a discount for illiquid private company equity (use 50-70% of 409A value) and for concentration risk (you're betting on one stock). Public company RSUs can be valued at current price minus taxes (~40% of FMV).

Question 2

What benefits should I include in total compensation?

Accepted Answer

Include: health/dental/vision premium (avg $18K/year employer contribution), 401k match (avg 4-6% of salary), life and disability insurance, HSA contributions, commuter benefits, gym reimbursement, education stipend, home office budget. At big tech companies, benefits add $25,000-$50,000 to total comp annually.

Question 3

How do I compare a startup vs big tech offer?

Accepted Answer

Startup offers typically: 20-40% lower cash, pre-IPO equity (high risk, potential upside), fewer benefits, higher responsibility. Big tech: market-rate cash + RSUs in liquid stock. Apply these discounts to startup equity: seed stage 80-90%, Series A 60-70%, Series B 40-50%, pre-IPO 20-30%. Is the potential upside worth the guaranteed foregone comp?

Question 4

Is bonus reliable income to count in total comp?

Accepted Answer

Count bonus at 70-80% of target, not 100%, because: companies miss targets, performance calibration changes, business conditions shift. Variable comp at Amazon, for instance, is structured differently and more reliable; startup bonuses are often discretionary. Base your financial planning on base + 50% bonus. Total comp calculations can include 100% for comparison purposes.

Total Compensation Calculator — Salary + Equity + Benefits Valued

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