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Yes, the most common vesting period is 4 years, but you aren't supposed to accept

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anything at face value.

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So think about it.

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Based on what you have thought about as your company's long-term objective, what blocks

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of period sound right and just fit much better?

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Try to arrive at a very natural sense of that period.

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You see, you can adopt 4 years because that is the norm, but it really won't be yours.

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If after having thought about your long-term goals, you have come to the conclusion that

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yes, 4 years works for us, then it is yours.

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You could feel that 5 years sounds much better to you.

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Could there be some resistance from the employees?

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Possibly.

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Why are you doing 5 when most others do 4, they might ask?

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Your conviction about your vision helps you answer that.

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And most people don't mind when they see that there is some substance behind that thought.

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Also, do not think for a moment that the longer you keep the vesting period, the longer

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you people will stay.

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So let me vest the options over 10 years.

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In that case, you may not find any good people to begin with.

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People tend to stay longer when they are excited about the goal they are pursuing.

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If people are staying only for the options to vest, you have a not-so-interested team

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working for you, which is not good.

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Keep it at a reasonable level that can be justified by your long-term vision.

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Even the long-term vision can usually be divided up into blocks of time.

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But whatever that number is, make it yours.

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Own your vesting period.