Target dollar value to share count, range, schedule, talking points.

1. Step 1

   Confirm FMV reference

   Use the most recent 409A (private) or trading-day close (public). Update the FMV as-of date to match. Stale FMV triggers a flag.

2. Step 2

   Set the target value

   Enter the candidate's target equity value (mid of the range). Set the level guardrail in Settings to flag out-of-range targets.

3. Step 3

   Pick the range philosophy

   Multiplier (e.g., mid × 0.85 / × 1.15) or absolute dollar deltas. Choose what your TR policy uses.

4. Step 4

   Read the schedule

   Walk the per-year vesting schedule and the annualized vest value. Confirm the talking points for the candidate's award type.

5. Step 5

   Hand off

   Recruiter prep document → hiring manager / leveling review → TR partner sign-off → comp committee escalation if outside guardrails.

# Offer range — Sample Candidate, L5 · Engineering · US

Internal recruiter / TR partner work product. Not a candidate-facing document. Not personalized investment advice. The actual offer is governed by the company plan document, level + geo guidelines, and the comp committee's authority.

## 1. Inputs and assumptions
- FMV per share: $50
- FMV as-of date: 2026-04-01 (37 days old)
- Vesting pattern: 4-year, 25/25/25/25
- Range philosophy: mid × 0.85 to mid × 1.15
- Share rounding: nearest 1 share

## 2. Range
- **Mid (target):** $200,000 → 4,000 shares
- **Low:** $170,000 → 3,400 shares
- **High:** $230,000 → 4,600 shares
- Mid total at FMV: $200,000 (sanity-check: shares × FMV)
- Mid annualized vest value: $50,000 per year (mid total ÷ 4 years)

## 3. Vesting schedule (mid share count)

| Year | Shares vesting | Cumulative shares | Year value @ FMV | Cumulative value |
| --- | --- | --- | --- | --- |
| 1 | 1,000 | 1,000 | $50,000 | $50,000 |
| 2 | 1,000 | 2,000 | $50,000 | $100,000 |
| 3 | 1,000 | 3,000 | $50,000 | $150,000 |
| 4 | 1,000 | 4,000 | $50,000 | $200,000 |

## 4. Recruiter talking points
- Frame the equity component as part of total comp, not as a guaranteed dollar outcome. Share-price movement is uncertain.
- The schedule above shows shares vesting by year at the current FMV ($50). It is not a projection. The candidate's realized value depends on the share price at vest and at sale.
- For options (ISO/NSO/SAR): explain the strike-vs-FMV gap and the exercise tax mechanics. AMT exposure on ISO exercise is the most common candidate question.
- For RSU/PSU/RSA: confirm whether the candidate's geo has any tax-at-vest withholding nuances (US: ordinary income; many EMEA/APAC: PAYE/payroll withholding requirements).
- Any range deviation outside the level guardrail requires TR partner sign-off and (depending on level) comp committee review.

## 6. Cross-functional handoff
1. **Hiring manager / leveling.** Confirm the level + geo guideline supports the target. Document any deviation rationale.
2. **TR partner.** Sign off on any range outside the level guardrail. Document the override rationale on the offer file.
3. **Finance.** Confirm the share count fits the FY hiring-plan dilution forecast and the share-pool runway (Stock Plan Health Check).
4. **Legal.** Confirm geo-specific plan-document constraints (sub-plan, securities filing, tax-favorable schemes). Confirm the offer letter language matches the plan.
5. **Comp committee.** Required for executive-level grants beyond the standing delegation; confirm the disclosure timeline.

## 7. Recommended next steps
1. Lock the FMV reference (date + value) on the offer file before extending the verbal.
2. Save the share count, range, and assumption sheet alongside the candidate file so the equity admin processes the eventual grant against the same numbers.
3. If the candidate counters on equity, re-run the model with the new target so the share count reconciles to the same FMV.
4. Once the offer is accepted, hand off the level + share count + vesting pattern to the equity admin team for grant processing on the platform of record.

## Disclaimer
Outputs reflect the inputs and settings typed above. This is internal recruiter / TR partner work product, not a candidate-facing document and not personalized financial, tax, or legal advice. Real offers are governed by the company plan document, level + geo guidelines, and the comp committee's authority. Numbers use the current FMV at face value; they are not projections.