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@niclas

I did say “part”, and perhaps I should have said “part of remuneration”.

You just have to be careful here. I usually recommend a normal salary with a small equity and then let the person decide if they want to exchange some salary for more equity. I would also say the people wanting to take more equity should be prefered hires early on when you want your initial hires to treat the company a bit like their own.

What I try to address is “Why would staying 2 years be rewarded as much as staying 15 years?” which was bothering me back in the days.

Curious to hear your thoughts.

Oh thats simple, you usually just give them more stock with a similar vesting schedule as their old one vests. You only do it this way because its easier. The correct way (but requires a lawyer so not suitable when a company is brand new) is to create stock options such that they get a little trickly of stock each month. Stock options are legal trickery though and not the same as a direct vestment. Also its common that stock option stock is of a different class, not something I like to do, but very common.

@admitsWrongIfProven @jenny_wu