这个是RSU通用的做法，因为需要交所得税。通常都是归属时卖掉一部分交税，而不是额外自己再掏现金交税。 2025年12月11日，李铁（CFO ）持有A类普通约2437万股 售出40万股售出比例1.6%。马东辉（总裁）持有A类普通约900万股，售出20万股，售出比例 2.2%。 马东辉公告里提到 | 144: Remarks and Signature | | --- | | Remarks The securities set toth herein are being sold mainly pursuant to a sel-to-cover arrangement for the purpose of satisfing moome tax liabilities incurred upon vesting of resiri | | Date of Notice 12/11/2025 | | ATTENTION: | | The person a versen a whose accurations contribution in which the restor and the rest from t ...

Core Insights - The chip manufacturing industry is currently facing challenges despite the surge in valuations due to the AI boom, leading to significant increases in employee compensation tied to stock prices [3][4] - Companies like Nvidia, AMD, and Broadcom are implementing stock-based compensation strategies to retain talent, creating a "golden handcuff" effect that discourages employees from leaving [3][5] Group 1: Employee Compensation and Retention - Employees at chip manufacturers can take up to four years to fully vest their stock bonuses, with some already receiving substantial compensation due to rising stock values [4][5] - Nvidia's stock-based compensation has led some employees to adopt a "semi-retirement" mindset, as they weigh the benefits of staying in a high-paying job against the potential loss of unvested stock [4][5] - Broadcom employees have reported that their restricted stock units (RSUs) can be worth over six times their salary, indicating the significant financial incentive to remain with the company [4][5] Group 2: Impact of Stock Performance - Since January 2023, stocks of chip manufacturers like Broadcom, Nvidia, and AMD have outperformed other tech giants, with Nvidia employees seeing stock awards increase in value by over 350% since their hiring [4][5] - A former Broadcom employee estimated that unvested RSUs could be worth around $500,000, highlighting the financial implications of leaving the company prematurely [5] - Nvidia's CEO has emphasized the importance of stock-based compensation in employee retention, with the company's turnover rate dropping significantly [6] Group 3: Changes in Compensation Strategies - Nvidia has adopted a strategy similar to companies like Google and Uber, allowing for "early vesting" of stock options, which can attract top talent by providing immediate financial rewards [7] - The trend in the industry is shifting towards offering more stock options rather than higher salaries or bonuses, which aligns with employee preferences for equity compensation [7] - Broadcom has reported a voluntary turnover rate lower than the tech industry benchmark, attributing this to effective stock-based retention strategies [6]