Earlier stage companies can’t normally afford to pay the market salary value for employees and therefore equity option compensation for first employees is higher. I am going to try to address that question in this post. Seniority Equity Allocation First 10 Employees 10% Next 20 Employees 5% Next 50 Employees 5% •Early-stage equity grants are always a negotiation, but generally: –CTO: 1-5% –Key Developer or Engineer: 1-2% –Other Functional Team Member: 0.5-1.5% –No non-founding member of the senior team should receive over 10% – CEO (brought in to replace the founder): 5.0% – 10% (A study by consulting firm the William M. Mercer, Inc. conducted in 1999 found that the median equity stake among non-founding CEO’s following an IPO was 4.0%). To help you gauge “market rate” for your equity compensation, there are some free benchmarking resources. The Employment Equity Achievement Award is an annual award that publicly recognizes employers for outstanding achievement in employment equity in their workplaces for four designated groups.

Equity for first employees and founding team:‍ At an early stage (up to 10 employees) the reports suggest you might expect to give up to 1 % of the total company equity per employee. Grant size for early (first 1-10) employees is determined by role and experience, but should reflect the early stage at which they joined In the U.S., the earliest few hires might expect up to 1% each. For your first key hires, three, five, maybe as much as ten, you will probably not be able to use any kind of formula. As an example of equity theory, if an employee learns that a peer doing exactly the same job as them is earning more money, then they may choose to do less work, thus creating fairness in their eyes. Properly parceling out equity is a challenge for first-time founders. Expectations are somewhat lower in Europe, but this is adjusting upward Incentivizing your first 10 employees via equity is more art than science. That means you and all your current and future colleagues will receive equity out of this pool.

The most common comment in this long and complicated MBA Mondays series on Employee Equity is the question of how much equity should you grant when you make a hire. What stake an employee deserves depends on a range of factors, from skills to seniority and employee badge number. At Piaffe Products 15 employees had quit and additional 10 were fired for poor performance in the year during 2010. First, a caveat. Employment equity tools, resources, and publications are also provided to help employers fulfill their obligations under the Employment Equity Act. Employees should understand from the outset that pay equity is not going to lead to reductions in salaries for employees and that it may lead to pay equity adjustments for some employees.

At a typical venture-backed startup, the employee equity pool tends to fall somewhere between 10-20% of the total shares outstanding. Finally, it is important to note that equity is …

The mid-year employee count was 50 for that … Implementing Employment Equity in Your Work place Step 4 - Establishing and Sustaining an Employment Equity Plan September 2012 Page 10 of 37 Exercise for Task A Respond to the three (3) following multiple choice questions. As a rule, entrepreneurs are very protective of their equity, and try to keep 100 percent ownership for themselves.