Does anyone who works in F500 get stock options (or work for a company that provides stock options but you're not at a high enough level to receive them yet)? If so, can you answer the following...
1. At what level (e.g. Sr. Analyst, Manager, Director, etc.) do you start to get options?
2. Did you need to negotiate to receive options or were they offered?
3. Approx. value in options per year?
4. Do you get less of a cash bonus because of the options?
5. Vesting period?
6. Any other notable information (e.g. tax treatment, exercise period, etc.)
Any info would be helpful, thanks.
It's probably going to be different from Company to company and pretty standard. For example, if your company doesn't offer options to Managers you're probably not going to be able to negotiate them for yourself. F500 companies are too large to make too many exceptions for these things - you just abide by their policies.
I won't go into $ I've received, but it's usually at the Mgr/Sr. Mgr level where they start.I'd assume all F500 Directors get options. They dont cut into cash bonus, but they're also not very significant (at least at the lower levels).
All in all, options aren't that great at least until you're at the Director level. The vesting period, tax implication, etc... are barely worth it. If you have any choice cash bonus is DEFINITELY preferrable.
Most of your question is very company specific. Like the above poster said they aren't really something you negotiate and are standard across the board at certain levels. In my experience it's mostly Director and above but I can see Managers in some places getting them as well. It doesn't become a big part of the compensation package until c suite type level. It's usually on top of the cash type bonus.
Like accountingbyday stated, your options are close to nothing until you get to a more senior level. I'm a recent college grad and I get options but it's hardly anything (Im at a F100 and they still dont give you much). Even the senior analysts and managers hardly get anything. They start to matter when you get to a Director/Controller level and up.
I've been at 2 F500 companies and a small $2B Cap company. F500 started options at Director level but smaller company started at Sr. Mgr level. Seems to vary by company.
@shlomo How did total comp vary from the F500s vs. the $2B cap company?
The smaller company tended to pay a larger percentage of total comp in options whereas the F500's leaned more towards cash + bonus. Vesting periods also varied, so again, it all depends on the company. For reference, one of those F500's was a F50, so there's literally hundred's of directors meanwhile the small company may only have a handful, more love to share per person.
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