Startup Equity: Why are VCs Getting so Stingy with Equity? (Part 3 of an n part series)

Nov 17,2016November 17, 2016
By In Articles, Equity Compensation, ESPP, Executive Compensation, Long Term Incentives, Pay For Performance, Performance Units, Restricted Stock, RSU, SAR-Stock Appreciation Rights, Say on Pay, Short-Term Incentives - STI, Start-up Pay, Stock OptionsTags , , , , , , , , , , , ,

Does this familiar? You had a great idea and turned it into a company. Somehow you got to the point...

Employee Stock Options on the Precipice?

Feb 02,2016February 2, 2016
By In Articles, Compensation Philosophy, Equity Compensation, ESPP, Executive Compensation, Pay For Performance, Performance Units, Restricted Stock, RSU, SAR-Stock Appreciation Rights, Say on Pay, Stock OptionsTags , , , , , , , , , , , , , , , , ,

I am declaring February “Stock Option Month” at the Café (at least in relation to my posts). For more than...

What is the normal RSU policy for private companies? I recently got an offer from such company and they say that if I work for x years and I leave, I would get x more years to sell the RSUs otherwise they would expire. So if I leave after 1 year and no IPO in the next 2 years, I don’t get anything.

Sep 21,2015September 21, 2015
By In Compensation Plan Design, Compensation Planning, Private Companies, Restricted Stock, RSU, We Have AnswersTags , , , , ,

Question: (org. on Quora) Answer (by Dan Walter) The most common company policy for RSUs follows the basic structure below:...