Have you successfully used a closely impending bonus, retention bonus with vesting, stock vesting, or similar future compensation to effectively negotiate your next opportunity? If so, is that effective when negotiating with a well-funded startup (how well funded), large corp, etc?<p>In the event that you are forgoing a large cash payment or have to pay back cash when leaving, were companies receptive to compensating you with some sort of sign-on bonus? If so, what were the driving factors that made for a successful negotiation?
this will ultimately depend if the new company came to you or if you went to the new company.<p>If they want you they probably have an acquisition price in mind i.e salary + benefits but you are in a decent bargaining position for any potential losses.<p>If you have gone to them then I am not sure they would really entertain the idea.<p>If they did agree to discuss it you may want to consider asking for a like for like compensation in the event you do lose your options/bonus etc, as you dont know what exactly you would lose until you tell your current firm you are leaving.