Does RSU also be considered while negotiating when switching. Do they consider the present tc as itself with stocks while offering a package ?
When any HR asks about current CTC you tell them the whole CTC including fixed, variable and RSU. 99% of the time they will also ask what is the fixed component in that CTC and would drive further conversation based on the same. So to answer your question, Yes you can tell them the RSU component as part of CTC but it won’t matter much because they will be interested only on the fixed component.
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 year...
Had a question, in terms of negotiation, is it easy to negotiate offer if you have the rsu component too. What if the offer only have cash component. Is that also negotiable.
How should one negotiate during transition from an RSU to an ESOP based comp structure? Should one expect a hike on base or CTC?
This is a personal win post.
I'm a '23 grad from top IIT but from non circuital branch. I did my summer internship in a payments MNC as a Quality Engineer and received PPO, but I rejected it since I didn't want to continue in testing....
All the best in your journey ahead. Things eventually pan out :)
