Palantir Equity FAQ

Palantir uses multiple vesting schedules depending on your grant. The most common are a 5-year schedule (20% in year 1, then monthly vesting over years 2-5) or a 4-year schedule (25% annually, with remaining shares vesting monthly or quarterly). Your offer letter will specify which schedule applies to your specific grant.

Yes, Palantir offers annual refresher grants, but they are only given to high performers. These refreshers can be generous for top contributors, but they are not guaranteed for all employees regardless of tenure or level.

Yes, Palantir offers an ESPP with semi-annual purchase periods and a 12-month offering period. You can contribute up to $25,000 per year, and purchases occur twice per year. Specific discount percentages are not publicly disclosed in standard plan documents.

When your RSUs vest, they are treated as ordinary income and taxed at your regular income tax rate. Palantir will withhold taxes at vesting, and the fair market value of the shares on the vesting date is included in your W-2 income for that year.

No, Palantir does not offer a 401(k) match. However, the plan (administered by Fidelity) does allow after-tax contributions up to $57,000 total annually, which enables the Mega Backdoor Roth conversion strategy for high earners.

You typically have 90 days after your termination date to exercise any vested stock options. Options generally expire 10 years from the grant date, but the post-termination exercise window is only 90 days, so you'll need to act quickly if you want to exercise after leaving.

Yes, Palantir has blackout periods that restrict when you can trade, and you can only sell during open trading windows. Executives are encouraged to use 10b5-1 trading plans. Additionally, employees selling shares may need to agree to 12-month non-compete and non-solicitation restrictions.

Signing bonuses at Palantir are typically around $15,000 and may be split over two years. If your signing bonus is paid over multiple years, you may need to repay a portion if you leave the company before the full payout period is complete.