A new offer often means walking away from unvested equity at the current employer, and most executives never put a number on that cost before they sign. Use this checklist to help a client negotiate from a position of clarity rather than excitement alone.
Inventory what's being left behind
Document every unvested RSU grant and its current value
Document performance awards mid-cycle and their potential payout
Document outstanding stock options (strike prices and expiration dates)
Calculate the current-year bonus at risk if departure happens before the payment date
Check the plan for any prorated bonus provisions
Identify deferred compensation that would be forfeited on departure
Push for replacement value
Request a sign-on equity grant that reflects the value of what's forfeited
Consider requesting accelerated vesting schedules or a cash make-whole payment
Treat this as its own negotiation line item, not an afterthought bundled into base salary
Understand the new offer's mechanics
Clarify what performance metrics drive the annual bonus, and who controls the inputs
Confirm whether the equity grant is RSUs, performance awards, or options, and the actual vesting schedule
Check for change-in-control acceleration provisions
Get the definition of "for cause" termination in writing
Confirm severance, disability, and change-in-control entitlements before signing anything
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