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 see, you can adopt 4 years because that is the norm, but it really won't be yours.
If after having thought about your long-term goals, you have come to the conclusion that
yes, 4 years works for us, then it is yours.
You could feel that 5 years sounds much better to you.
Could there be some resistance from the employees?
Possibly.
Why are you doing 5 when most others do 4, they might ask?
Your conviction about your vision helps you answer that.
And most people don't mind when they see that there is some substance behind that thought.
Also, do not think for a moment that the longer you keep the vesting period, the longer
you people will stay.
So let me vest the options over 10 years.
In that case, you may not find any good people to begin with.
People tend to stay longer when they are excited about the goal they are pursuing.
If people are staying only for the options to vest, you have a not-so-interested team
working for you, which is not good.
Keep it at a reasonable level that can be justified by your long-term vision.
Even the long-term vision can usually be divided up into blocks of time.
But whatever that number is, make it yours.
Own your vesting period.