this post was submitted on 08 Jun 2024
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And every employee will recieve the industry standard 3% raise based on performance at the end of year.
I'm like 90% sure Nvidia employees get stock options, but I'm not sure if that'd be the case for the newest batch of hires.
But yeah, this is a clear cut illustration of how salaries undervalue the actual labour provided, I don't think any Nvidia employee's getting 100M from their stocks + salary.
RSUs are kinda shit too though. According to coworkers at my company that are actually valued enough to receive them, they're pretty difficult to sell
Very true. I personally know two people who were at Nvidia who have retired/are in the process of leaving now, and it hasn't been a hassle for them personally. That obviously doesn't speak for everyone ofc.
I also think Nvidia wants to buy back as many shares as possible from their employees like every other big public tech giant is doing right now.
From this, it describes someone losing half a billion dollars which would leave them with over 300 million. That doesn’t sound too bad and is unrelated to difficulty with RSUs.
I linked you the wrong thing, sorry 🤦 I meant to link a reddit thread discussing employee RSU rates at Nvidia, but now I can't find it because Google AI has decided that I don't need to see that anymore.
I'm sure you can find it if you google (again sorry), but there was definitely a lot of mixed bag experiences on it, you're right. The people who got in by 2015-2016 and got some seniority are making out like bandits now.
RSUs cannot be sold, but they can be vested.
Ummm, nope. Some might, but not everyone by a longshot. Salaries aren't great either.
Hmm, interesting, are you able to expand on that at all? The people I know who are retiring have been there a decade or so, I'm wondering what newer hires are experiencing.
I don't know about Nvidia specifically, but I mostly only see RSUs offered to Staff/Principal level engineers or Director and above on the management track. Many times with a multi year vestment period to act as a retention tool. You can make out good at the exiting end of the deal.
IMHO its a shitty practice. There is risk if the C-level pulls some stupid shit tanking the stock. The reward could just as easily be distributed to employees with a profit sharing bonus that eliminates the risk of my options tanking while vesting. Let the employees convert to options if they want to stake on future company performance.
At least in the US, I could have used the value of my options earlier in life to help with student loans, buying a house, medical issues, having kids, etc. I grew up poor. I "pulled myself up from bootstraps" and am doing well now. I still think the whole system is a dumb gimmick.
You guys get raises?
Yes and if your employer doesn't give you one you should leave.