SparklyMochi
SparklyMochi

CTC calculation for RSUs

Hi GV'ers, I wanted some help with understanding how RSUs should be calculated in the CTC, especially when looking to switch to another company. Here's my thing:

On joining, I was allotted ~30k USD worth of RSUs to be vested over 4 years. ¼ after completing 1 year, then equally distributed over every quarter. Now, the 30k USD was converted to units immediately, and now the units have tripled in price.

Now, does that mean my effective CTC is the base + original price of RSUs for 1 year, or should I consider the updated price? Should I only consider what has been vested so far only, then divide by YoE? What about other RSU grants for later years? I have received an additional 10k, over 4 years, again in my second year, and again in my 3rd year. I'm planning to stay for 4 years for the original vesting schedule to complete, as the other RSU grants didn't give high enough units to make me stay.

There's also 7(+5)L health insurance that's tied here as part of other benefits, but nothing else is monetary, if that helps.

16mo ago
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SwirlyCoconut
SwirlyCoconut
Tide16mo

I would suggest to consider the current value of all your stock options (vested + non-vested + additional units that you got) as part of your current CTC. Because as of today, if you continue to stay in your current company, then that total value is what you are eligible to get

DancingPretzel
DancingPretzel

+1

DancingPretzel
DancingPretzel

You should inform base rsu and benefits to the new potential employer and see how they match the benefits. Its a package CTC is vague metric with RSU in place.

DancingPretzel
DancingPretzel

Forget units.

  1. Base salary
  2. RSU worth in USD and its vesting schedule
  3. Refresher worth in USD every year.
  4. Take into consideration the stock price movement. Some companies have their stock shoot up drastically. You could safely assume a downturn.
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