Gagan is the CEO of Wows Global, a matchmaking platform for startups and investors in Asia.
Previously he was a board member and Group CFO of Deliveree, one of the fastest growing on-demand logistics companies in SEA.
Guest Author: Gagan Singh
Creating an Employee Stock Option Pool (ESOP) is a crucial step for startups, ensuring alignment with your team’s growth and incentivizing long-term commitment. Here’s a concise guide on establishing an effective ESOP pool:
1. Initial Pool Size:
Start with a pool size between 7.5% to 10% of the company’s total equity before the first institutional financing.
This range is generally sufficient to attract and retain key talent in the early stages.
2. Increasing the Pool Post-Funding:
As the company grows and secures additional institutional funding rounds, be prepared to expand the ESOP pool.
This may be necessary to accommodate new hires, senior management, or additional incentivization.
3. Types of Grants – Options/RSUs:
Determine the right mix of equity instruments. Stock options are common for early-stage startups, providing tax advantages and a clear path to ownership.
Restricted Stock Units (RSUs) may be more appropriate as the company matures, offering more predictable value and simplifying tax implications.
4. Vesting Schedule and Exercise Period:
Typically, a four-year vesting schedule with a one-year cliff is standard, ensuring that employees commit for the long haul.
The exercise period, often lasting 90 days post-termination, should also be clearly defined to avoid confusion.
5. Performance-Based Vesting vs. Time-Based Vesting:
Time-based vesting, where shares vest over a set period, is the most common.
However, performance-based vesting can be a powerful tool to align incentives with specific company goals.
It ties the vesting of shares to the achievement of individual, team, or company-wide performance metrics, creating a direct link between effort and reward.
6. Good Leaver and Bad Leaver Clauses:
It’s essential to distinguish between good leavers (departing amicably, e.g., retirement) and bad leavers (leaving under less favorable circumstances, e.g., misconduct).
These clauses should dictate the treatment of unvested and vested shares, protecting the company’s interests while being fair to the employees.
At WOWS GLOBAL, we offer the best and most affordable ESOP solutions in the market through our digital platform, automating the entire process.
Our platform simplifies the administration and management of your ESOP, ensuring transparency, efficiency, and compliance at every step.
Ready to optimize your ESOP strategy? Contact us at support@wowsglobal.com to learn more about how we can help you design and manage your employee equity plans.
#Startups #ESOP #EmployeeEquity #StartupLife #WOWSGlobal
