What is actually being offered.
WHAT COMPENSATION MAY INCLUDE
Base salary Bonus, discretionary or performance-based Equity or share options
Benefits: health cover, pension, leave
Allowances
WHAT MATTERS MOST
Base salary, which is certain.
WHY
Everything else is conditional.
WHAT TO ESTABLISH ABOUT BONUS
Whether it is guaranteed What determines it What was actually paid historically
WHAT TO ESTABLISH ABOUT EQUITY
What form it takes How many shares, and of what total The vesting schedule What happens if you leave What it is worth, realistically
WHY REALISTICALLY
Private company equity is frequently worth nothing.
WHAT VESTING MEANS
Earning the shares over time, typically with an initial period before any vest.
WHAT TO ASK
The strike price, if options The current valuation Whether there are preferences ahead of you
WHY PREFERENCES MATTER
Investors may be paid first, leaving common shares with little.
WHAT TO VALUE HONESTLY
Equity at a discount, or at zero.
WHAT BENEFITS TO EXAMINE
Health cover scope Leave entitlement Pension contributions Equipment and learning budgets
WHAT TO COMPARE
The whole package, converted to comparable terms.
