[nbclark]

In general, it seems to be appreciated. We initially set it up this way to help take some of the stress out of negotiation (as that favors certain people over others). A few learnings off the top of my mind:

1. Regardless of the structure, the offer needs to be competitive. This wouldn't really help with lowballing offers.

2. Across the ~30 offers I've given out, I don't think that either of the 3 variants is more common. I suppose that indicates that different candidates are indeed optimizing for different situations.

3. Our hiring has intentionally skewed more senior and I think the variants of offers has helped create more family friendly offers.

Regarding options, I tend to make sure to offer to spend a good bit of time laying out the details of how they work (strike price, preferred value, vesting, cliffs, early exercise, etc.). They are indeed confusing and I find that people typically either overvalue the value of the options today, or undervalue the potential upside.

[boulos]

How much do you space out the three variants? Have you gone beyond the endpoints? (But followed the same curve)

[nbclark]

Depends on the role/level, but ~10-15k annually between each tier. I have gone beyond the endpoints (within reason) by just linearly extrapolating, though that tends to be pretty uncommon.