[cbanek]

There's refreshes and then there's the speed of the vesting schedule.

Some places offer a bunch to start, but very little after that, which means people tend to leave once they have vested all their options/RSUs.

After the first year, sometimes your vesting schedule will be monthly, quarterly, twice a year, or once a year. As to why they don't allow everyone to be monthly - it's probably because they get to claw back a fair amount of the equity if people leave.

[objclxt]

> As to why they don't allow everyone to be monthly - it's probably because they get to claw back a fair amount of the equity if people leave.

I may be being a little cynical, but if you vest annually or bi-annually you can get a pretty good idea of when your employees are going to leave and use that to plan your crunch periods accordingly. People are rather unlikely to quit the month before the annual vesting date.

[cbanek]

I think if companies could actually predict crunch times I'd agree with you, but scheduling is not an easy science.

[logicfiction]

To double down on the cynicism, you also need to be sure your employees value your options for this to be relevant.