The acquisitions I've seen typically have the following components to the compensation package to negotiate before closing:
* Salary (should be market for your new skills and position)
* Retention bonus (usually paid out over 1-2 years)
* Conversion of equity (either to cash or to new stock)
The above depend a bit upon the acquiring company. If you are acquired by a large public company, then you should expect a competitive salary, reasonable bonus to keep you around, and some combination of cash-out and new stock to keep you strategically aligned. If you are acquired by another smaller company then your salary may be lower (but fair for that size of company), bonus may be given in stock, and your equity package is probably pretty flexible depending upon how long they want to you to stay.
As a founder, I took $1/yr salary with the expectation that I'd get a market rates when we secured funding. As an acquisition I negotiated what I thought were fair market rates for salary and stock in the new company with a bonus to keep me happy to stay. When acquiring companies we would offer competitive salaries, retention bonuses (stock, cash, or both) for people we wanted/needed to keep around, and stock conversion (we were public by that point).
In your specific case, I believe that your salary should be market rate for your skills and your new position. The acquisition price is independent of your salary and should be treated as such.
* Salary (should be market for your new skills and position)
* Retention bonus (usually paid out over 1-2 years)
* Conversion of equity (either to cash or to new stock)
The above depend a bit upon the acquiring company. If you are acquired by a large public company, then you should expect a competitive salary, reasonable bonus to keep you around, and some combination of cash-out and new stock to keep you strategically aligned. If you are acquired by another smaller company then your salary may be lower (but fair for that size of company), bonus may be given in stock, and your equity package is probably pretty flexible depending upon how long they want to you to stay.
As a founder, I took $1/yr salary with the expectation that I'd get a market rates when we secured funding. As an acquisition I negotiated what I thought were fair market rates for salary and stock in the new company with a bonus to keep me happy to stay. When acquiring companies we would offer competitive salaries, retention bonuses (stock, cash, or both) for people we wanted/needed to keep around, and stock conversion (we were public by that point).
In your specific case, I believe that your salary should be market rate for your skills and your new position. The acquisition price is independent of your salary and should be treated as such.