Comment by aceshades

Comment by aceshades 3 days ago

speaking for myself: i stick around because of the my soon-to-vest RSUs and because they gave me an official remote work exception. both of them are ticking time-bombs though.

1. I've got like $110k vesting this November. After that it starts to dry up quickly. $50k in May 2025 and another $50k in November 2025. After that it's basically nothing, unless my PCS next year comes with some re-up. 2. The remote work exception is indefinite, but i'm worried that if I'm one of a few remote employees on a big team that are all mostly in-office, I'm not going to really get as many opportunities otherwise.

Long story short, I think my time at Amazon is coming to an end soon, but I'm still sticking around for now.

VirusNewbie 3 days ago

You don’t get yearly refreshers?

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Barracoon 3 days ago

Amazon comp is based on your annual performance review (OLR) and your pay band (level + job family). OLR has 5 tiers: least effective, highly valued 1-3, and top tier. Each of those tiers determines your band penetration.
Lets say your pay band is 100-200k. A new hire is theoretically better than 50% of their team, so they join at an HV3 and make 180k. If they receive HV3 at OLR, their total comp target (TCT) remains 180k. If it is their first OLR, they are probably not getting any additional RSUs because the cash-based comp of the first 2 years means they are already at their TCT.
If they made TT, their TCT goes to 200k and they would receive additional RSUs to reach that pay.
If they were HV2 or below, they would not get additional RSUs and their TC would slowly fall from 180k to 160k or below. If it fell below the HV2 level of 160k they would get some RSUs later to bump them back to TCT.
Amazon also assumes the stock will go up 15% year over year, so when RSUs are granted over a multiyear time horizon, you receive less based on assumed growth that would make you reach your TCT.

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Root_Denied 2 days ago

This past year they didn't do stock refreshers for most employees due to the rise in stock price. They calculate your total comp with an assumed 15% YoY increase in the stock price, and if it goes up more than that they decrease stock awards to keep you within the expected band.
I was rated TT this year and got <2.5% base increase and no stock, though I'm still under 2 years so I have vesting through 2026. It still feels shitty though, and part of why I'm looking to leave sooner rather than later.

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