No need to be that drastic - just treat the compensation package as if the equity grant is worth $0. With the liquidity and uncertainty involved, you probably want to do that anyway, since you care a lot about "how far away am I from not having enough money" and an equity grant that pays off with a power distribution a decade out helps you very little on that front.
Regardless of what the cap table says you should treat that grant as a $0.
I have heard "we dont have one". A sign to run.
I have heard "we dont share that sort of info with staff". Major failure to understand the information I would be entitled to owning even a SINGLE share.
No speaks volumes about management, about its confidence, about it's openness. These are thing that one who is going to work for a company should be HYPER concerned with.
No need to be that drastic - just treat the compensation package as if the equity grant is worth $0. With the liquidity and uncertainty involved, you probably want to do that anyway, since you care a lot about "how far away am I from not having enough money" and an equity grant that pays off with a power distribution a decade out helps you very little on that front.