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[quote=Anonymous][quote=Anonymous][quote=Anonymous]I think a lot of people are exaggerating or rounding up. [/quote]

They absolutely are.  Many have a small base and the rest is variable stuff like bonuses (dependent on company and persona performance, never guaranteed), RSUs (have several years until they're vested, value is not guaranteed), etc.[/quote]

Almost all executive comp is going to be highly weighted toward bonuses and equity.

I have been at my company for 15 years and have never not gotten a bonus. Sure, bonuses can be cut, but so can salary. There is a formula to determine bonuses, so you know the range to expect, and the floor can be quite high. When I post on here, I include the average of my recent annual bonuses.

RSU value is not guaranteed, but it has upside as well as downside. I work for a Dow component with a 9 figure market cap. It is not going to zero anytime soon.

While RSUs vest over multiple years (mine vest over 4), they create a cycle where the amount of new RSUs I get every year is about the same as the amount of existing RSUs that vest.  I am aware they tech companies often have RSU vesting cliffs.

It would make no sense for me not to include bonuses and RSUs, as they are about 50% of my W2 income annually.  [/quote]

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