It feels odd to be wrapping up this series on Startup Equity. I started the series almost six-months ago, and...
Archive for category: Private Companies
Startup Equity: You’re Coming With Me, or maybe NOT (Part 13 in an n part series)
Mar 07,2017March 7, 2017
We’ve covered a lot of ground in this series, but there is always more when it comes to equity compensation....
Startup Equity: But Can’t I Pay Less Cash? (Part 12 in an n part series)
Feb 22,2017February 22, 2017
This series of articles has covered a lot of ground, but this particular article touches on a critical component that...
Startup Equity: Staying Private in a Public World (Part 11 in an n part series)
Feb 13,2017February 13, 2017
By adminIn Articles, Compensation Plan Design, Equity Compensation, Executive Compensation, Long Term Incentives, Pay For Performance, Performance Units, Private Companies, Restricted Stock, RSU, SAR-Stock Appreciation Rights, Start-up Pay, Stock OptionsTags compensation philosophy, equity compensation, executive compensation, Incentives/Bonuses, pay, startup, stock/equity compensation, total rewards
It is readily accepted that an IPO is Nirvana to a startup. Of course, a fantabulous acquisition will also work...
Startup Equity: What About Performance? (Part 10 of an n part series)
Feb 02,2017February 2, 2017
By adminIn Articles, Compensation Planning, Equity Compensation, Long Term Incentives, Pay For Performance, Performance Units, Private Companies, RSU, Start-up PayTags equity compensation, executive compensation, Incentives/Bonuses, pay, pay for performance, performance awards, performance based equity, PSU, startup, stock options RSU, stock/equity compensation, total rewards
“But, how do I make sure that the person is a great performer before I am forced to give them...
Startup Equity: Three Crucial Variables (Part 9 of an n part series)
Jan 23,2017January 23, 2017
By adminIn Articles, Communication, Compensation Philosophy, Compensation Plan Design, Equity Compensation, Executive Compensation, Long Term Incentives, Performance Units, Private Companies, Restricted Stock, RSU, SAR-Stock Appreciation Rights, Start-up Pay, Stock OptionsTags equity, executive compensation, Incentives/Bonuses, RSUs, startup, stock options, stock/equity compensation, termination rules, total rewards, vesting
Startup equity has approximately a gazillion moving parts. But three of these variables are far more important than all of...
Startup Equity: No. They Don’t Get It. (Part 8 of an n part series)
Jan 11,2017January 11, 2017
By adminIn Articles, Communication, Compensation Plan Design, Equity Compensation, Long Term Incentives, Pay For Performance, Performance Units, Private Companies, Restricted Stock, RSU, SAR-Stock Appreciation Rights, Start-up Pay, Stock OptionsTags compensation communication, equity, executive compensation, Incentives/Bonuses, rsu, startup, stock options, stock/equity compensation
During a recent presentation I did for industry professionals, an attendee claimed that his employees didn’t need additional education on...
Startup Equity: 409A vs Investor Value (part 2 of an n part series)
Nov 09,2016November 9, 2016
By adminIn Articles, Equity Compensation, ESPP, Executive Compensation, Performance Units, Private Companies, Restricted Stock, RSU, SAR-Stock Appreciation Rights, Start-up Pay, Stock OptionsTags 409A, compensation, equity, executive compensation, ownership, pay, rsu, startup, stock options, stock/equity compensation, vc, venture captial
We have all seen the headlines, “XYZ receives $100M in funding at a $3B valuation.” We seldom see the “other”...
%-#-$ – Startup Equity: It’s Enough to Make You Swear!
Oct 26,2016October 26, 2016
By adminIn Articles, Communication, Compensation Philosophy, Equity Compensation, ESPP, Executive Compensation, Performance Units, Private Companies, Restricted Stock, RSU, SAR-Stock Appreciation Rights, Start-up Pay, Stock OptionsTags compensation communication, compensation philosophy, equity, executive compensation, start-up, start-ups, stock options, stock/equity compensation
Figuring out the right amount of equity compensation at startups is a challenge. How much should I grant? How big...
What are current (2016) best practices for employee stock option programs for US pre-IPO startups?
Mar 09,2016March 9, 2016
By adminIn Compensation Plan Design, Compensation Planning, Equity Compensation, ESPP, Performance Units, Private Companies, Restricted Stock, RSU, Start-up Pay, Stock Options, We Have AnswersTags compensation plan design, compensation planning, compensation strategy, Employee Stock Option Programs, equity compensation, ISO, Pre-IPO Pay, private companies, RSUs, start-up pay, start-ups, stock options, stock/equity compensation
Question: (org. on Quora) Answer (by Dan Walter) Hi Alex. Thanks for the A2a. And thanks to Shriram Bhashyam for also...