[ap22213]

If you're in a position to negotiate the terms of the option contract, then sure, you're right. But, someone with that kind of negotiation position isn't the article's target audience anyway.

Unusual options contracts usually have to be presented to, sold to, and approved by the board. So, unless you're extra special, you're going to get the boiler plate contract. And, the boiler plate contract has gotten much less attractive over the years - filled with enough clauses to make the options effectively worthless.

If you can assume that your CEO, the board, the acquiring company, and the lawyers are generous, and that the company will be unusually successful, then maybe it's worth it for the average employee to take options into consideration. But, that is a lot of assuming.

[kelnos]

I'm not sure why any of this is relevant (it has nothing to do with what I posted). I'm not suggesting that everyone should try to negotiate unusual terms into their contracts. Aside from the conversion to 90-day expiration of vested shares post-termination, I really don't object to anything about standard equity plans.

The only things I think most people will need to negotiate wrt comp is their salary number and the number of shares in their option package, both of which the hiring manager usually has some flexibility in. And when that flexibility isn't enough, one can also try negotiating simpler things like number of vacation days, a more liberal work-from-home policy, etc. (that is, things that don't require a legal or board review).