This week on Workquake Weekly, Steve Cadigan unpacks a quiet shift in tech compensation: companies are moving from the classic four-year, even vesting schedule to front-loaded equity. Think 40/30/20/10 or even three-year designs. Why the change, what it signals, and how it might reshape trust, loyalty, and performance at work. Steve explores potential drivers like offer competitiveness, accounting optics, and the rise of refresher grants tied to impact, along with the tradeoffs that could speed up churn or strengthen engagement. If you lead people, negotiate offers, or design rewards, this short episode will help you rethink equity as more than retention math, and more like a performance promise.What you’ll learn:• Why many firms are moving away from 25/25/25/25• How front-loaded equity changes behavior and incentives• The role of refresher grants in rewarding real impact• Risks to watch, from shorter cycles to signaling effects• Practical questions to ask when evaluating an offer

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