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The third dimension is how many. The how many dimension has two parts to it. How many options per employee and how many options in total as in the total stock options pool. How many options should you grant per employee? What number is the right number and how do you decide that? Well, here we use the principle of att... | [
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The fourth dimension is what price? The price dimension has multiple alternatives to consider. Should you grant them at the current pay market value, or a small discount to the F&V, or a deep discount to the F&V, which could even mean granting them at face value? There are accounting implications to consider here as w... | [
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The fifth dimension is what conditions. The dimension of what conditions usually refers to the Westing and Exercise conditions. Westing has three elements. Period, Schedule and Conditions. You need to decide over what period the options must vest. The most common Westing period is four years with a one-year cliff, whi... | [
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To be able to calculate the number of options for each employee, you need your financial projections. Recall our X by Y formula. If we intend to pass on a benefit of $100 over 4 years, and if each equity share provides a profit of $20, then we would need to grant 5 options to deliver the intended benefit of $100. Now ... | [
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If you have a team operating out of multiple countries, it is quite likely that the salary of a certain role might be very different when converted into a common currency. So should you grant both these people who have the exact same roles, the same number of options or should you consider the difference in their sala... | [
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Yes, the most common vesting period is 4 years, but you aren't supposed to accept anything at face value. So think about it. Based on what you have thought about as your company's long-term objective, what blocks of period sound right and just fit much better? Try to arrive at a very natural sense of that period. You ... | [
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If you choose to add performance conditions to your Westing, please ensure that the performance matrix is simple and easy to understand. You could link them to company performance or individual performance or a combination of the two. For senior roles, it is better to use either only company performance parameters or ... | [
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Stock options are well known and frequently used by startups to attract and retain talented team members with the company. But sometimes one hears that employees don't really value stock options and hence they are not effective. Let us understand why that happens. If you purchase a piano and keep it in your living roo... | [
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When you design your own stock options strategy, don't start with the shareholders resolution. Start with the sandbox. Create some scenarios that will help you decide broadly how many stock options you need to grant to how many people and at what terms to achieve your vision. Think about whether you would like to gran... | [
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If you are currently a small team, you may need to hire people in the future once you pick up pace, because then you may not be able to handle everything. To hire the right people, stock options will come in handy. But as we have discussed earlier, you need to use them in the right manner. If you are only offering the... | [
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