this post was submitted on 08 Jun 2024
355 points (96.6% liked)
Technology
75094 readers
2008 users here now
This is a most excellent place for technology news and articles.
Our Rules
- Follow the lemmy.world rules.
- Only tech related news or articles.
- Be excellent to each other!
- Mod approved content bots can post up to 10 articles per day.
- Threads asking for personal tech support may be deleted.
- Politics threads may be removed.
- No memes allowed as posts, OK to post as comments.
- Only approved bots from the list below, this includes using AI responses and summaries. To ask if your bot can be added please contact a mod.
- Check for duplicates before posting, duplicates may be removed
- Accounts 7 days and younger will have their posts automatically removed.
Approved Bots
founded 2 years ago
MODERATORS
you are viewing a single comment's thread
view the rest of the comments
view the rest of the comments
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.
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.