Requesting an equity adjustment is a significant career move requiring careful planning and execution. Prepare a data-driven case demonstrating your increased value and schedule a formal meeting with your manager and potentially HR to present your request professionally.
Equity/Stock Options Game Developers (Unity/Unreal)

Asking for an adjustment to your equity or stock options is a delicate but potentially rewarding negotiation. It signals your belief in the company’s future and your contribution to it, but it also requires a strong understanding of company policy, financial implications, and professional etiquette. This guide provides a framework for navigating this process, specifically tailored for Game Developers working with Unity or Unreal Engine.
1. Understanding the Landscape: Why Now?
Before even considering a request, critically evaluate why you believe an adjustment is warranted. Common reasons include:
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Significant Increased Responsibilities: Have you taken on leadership roles, mentored junior developers, or spearheaded critical features beyond your initial job description?
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Exceeding Performance Expectations: Consistently delivering exceptional work, solving complex technical challenges, and contributing significantly to project success.
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Company Growth & Valuation: A substantial increase in company valuation since your initial grant often justifies revisiting the equity structure.
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Industry Benchmarking: Researching equity packages offered to developers with similar experience and responsibilities at comparable companies. (Be cautious with this; direct comparisons can be tricky).
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Relocation/Role Expansion: A significant change in your role or location (e.g., moving from a junior to a lead programmer) might warrant a review.
2. Technical Vocabulary (and How to Use It)
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Vesting Schedule: The timeframe over which your equity options become fully owned. Understanding this is crucial as adjustments often involve modifying the vesting schedule.
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Strike Price: The price at which you can purchase the shares when your options vest. This impacts the potential profit.
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Dilution: The reduction in ownership percentage that occurs when new shares are issued. Equity adjustments can impact dilution.
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Option Pool: The total number of shares allocated for employee stock options. Requesting more equity impacts the overall pool.
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Grant Size: The number of options initially awarded. This is the core of your request.
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409(b) Valuation: A professional valuation of the company used to determine the strike price. Understanding this provides context.
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Phantom Stock: A form of compensation that mimics the value of company stock without actual ownership. A potential alternative if direct equity is unavailable.
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ESOP (Employee Stock Ownership Plan): A trust fund that holds company stock for the benefit of employees. Less likely to be relevant for individual equity adjustments, but good to be aware of.
3. High-Pressure Negotiation Script
(Assume meeting with Manager (M) and HR Representative (HR))
You (Y): “Thank you both for taking the time to meet with me. I’ve been reflecting on my contributions to [Company Name] over the past [Time Period], and I’d like to discuss the possibility of adjusting my current equity grant.”
M: “Okay, let’s hear what you have in mind.”
Y: “Since my initial grant, my responsibilities have significantly expanded. I’ve taken on [Specific Example 1, quantifying impact if possible – e.g., ‘led the development of the AI system, resulting in a 15% performance improvement’] and [Specific Example 2, again quantifying if possible – e.g., ‘mentored three junior programmers, accelerating their onboarding and productivity’]. My performance reviews consistently reflect this increased contribution, and I’ve consistently exceeded expectations in [Specific Area].”
HR: “We appreciate your hard work, [Your Name]. Can you elaborate on what kind of adjustment you’re seeking?”
Y: “Based on my research of industry standards for developers with similar experience and responsibilities at companies of our size and stage, and considering the company’s significant growth in valuation since my initial grant, I believe an increase of [Specific Percentage or Number of Options – be realistic and data-driven] would be appropriate. I’ve prepared a document outlining my contributions and the rationale behind this request [Present Document]. I understand this impacts the option pool, and I’m open to discussing alternative structures, such as adjusting the vesting schedule.”
M: “That’s a significant request. We need to consider the impact on the option pool and the overall equity structure.”
Y: “Absolutely. I’m confident that the value I bring to the company justifies this adjustment, and I’m happy to discuss potential compromises to ensure it aligns with the company’s overall financial goals. I’m also open to a performance-based equity grant tied to specific, measurable objectives.”
HR: “Let’s take some time to review this proposal and discuss it internally. We’ll get back to you within [Timeframe].”
Y: “Thank you for your time and consideration. I’m confident that we can find a solution that benefits both myself and [Company Name].”
4. Cultural & Executive Nuance
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Data is Your Friend: Avoid emotional arguments. Back up your request with concrete data, quantifiable achievements, and industry benchmarks. A well-prepared document is essential.
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Humility & Respect: Frame your request as a collaborative discussion, not a demand. Acknowledge the company’s perspective and the impact on the option pool.
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Timing is Key: Consider the company’s financial performance and funding cycles. A period of strong growth is more favorable than a period of uncertainty.
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Understand Your Manager’s Influence: Your manager’s support is crucial. Have informal conversations beforehand to gauge their willingness to advocate for you.
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HR’s Role: HR is there to protect the company’s interests and ensure compliance. They will likely be more cautious and focused on process.
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Be Prepared for Rejection: Not all requests are approved. Have a backup plan and be prepared to accept a “no” gracefully. Ask for specific feedback on what you could do to be considered in the future.
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Confidentiality: Keep the negotiation confidential. Discussing it openly with colleagues can be perceived negatively.
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Legal Review: If the adjustment is substantial, consider having an attorney review any agreements.
5. Post-Negotiation
Regardless of the outcome, express your gratitude for the opportunity to discuss your compensation. Continue to perform at a high level and demonstrate your commitment to the company’s success. If rejected, actively seek feedback and work towards demonstrating the value that would warrant a future adjustment. Document everything – conversations, data, performance reviews – for future reference.