... While building my product, an advisor approached me with an offer: 2,500/month + 10% equity. At the time, I honestly didn t know if that was normal. No vesting. No clear scope. No deliverables. No end date. I later learned how far outside the usual range that was. The bigger lesson for me was this: first-time founders often negotiate things they ve never seen before with people who ve done it dozens of times. Now, before agreeing to anything ... ... combination of a meaningful retainer and 10% equity was what made it feel so off in hindsight. I also like your point about advisors proving value before formalizing anything. A small amount of equity tied to clear scope, vesting

... Find exactly the skill set, stage, or mindset you're after, and shortlist the people worth a second look. Legal templates in minutes. Generate agreements with both country-agnostic and jurisdiction-specific terminology. Founder calculators. Equity splits, dilution simulations, vesting schedules, cap tables, and cash-flow runway. Plain-English guides. Vesting

... Rafael. I'm building StrikeRates, equity decision infrastructure for employees at private companies. The short version: when you leave a company, you usually have 90 days to exercise your vested stock options or lose them. Most people have no way to compare financing terms, no transparency into the market, and no leverage. The funds have all the data infrastructure. You get a countdown timer. StrikeRates gives employees free tools to model their equity scenarios, browse liquidity providers, read community reviews ...

... marketing gigs like LinkedIn management, it's rarer unless you're revenue-critical or joining pre-seed; treat it as a negotiation lever tied to results. The "loyalty without ownership" paradox is real; anchor offers to impact, stage, and vesting (4yrs cliff) so everyone's skin in the game. Fairness starts with transparency upfront. Spot on callout, Nika Comment from Nika(@busmark_w_nika): @bigcat_aroido  I am glad that we didn't agree upon anything with them ...

... funding? And how can an employee strengthen their negotiating position when evolving from part-time to full-time (maybe with a higher compensation + benefits)? As an example, I m attaching a comparison of what a startup (1) typically offers versus an established company. (2) You can see that startups often offer things like dynamic team, remote work, or ownership of the strategy which don t really function as benefits, but rather as expectations or situational responsibilities. Understandably, established companies tend ... ... never been an employee, not to mention that I never did anything full-time.) I was more freelancer. In case I want to stick to "Schwartz system"  what is good compensation for the paytech industry? Full-time employee vs

... legit. How finding co-founders works: Instead of posting Looking for a tech co-founder, you create a project with all the relevant startup details. Define your role, your equity, and any open roles, including their equity share, vesting schedule, and expectations. What s coming next: We re working on built-in legal document generation, founders agreements and more, to streamline getting started. If you re building something new, I d love to invite you to explore the platform ...

... created Vested Trade, the newest tool to help everyday investors make better investments. We help provide information for tax loss harvesting, expose how much money you are losing to fees you may not be aware about, and keep you up-to-date on your investments.  We are working everyday to improve it. We have alternative

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... with Apple Health and Apple Watch. It s grounded in Non-Exercise Activity Thermogenesis (NEAT) science and metabolic equivalent values (METs). NEAT science measures the base energy cost of chores, and ChoreFit enhances that by factoring in weighted vests and wrist bands, which increases load and energy expenditure. It s the first time this invisible labor has been reframed as a hybrid of cardio + strength training in a validated, trackable way. I m working with freelance developers to bring ...

... tracking your employee stock options. Leverage powerful tax-optimization tools to make smarter decisions about exercising and selling your equity, saving on costly advisory services. Monitor Your Equity at a Glance: Track all equity grants, exercised units, and vesting schedules in one intuitive dashboard with clear visualizations of your current value and progress. Customize Holdings: Model even the most intricate stock option grants with flexible, month-by-month editing to support custom and nuanced vesting

... bring in clients, it s only fair they get a bigger share. Comment from Ran(@a11yexpert): Not every raise is cash. If someone s in it for the long haul, I ll offer equity or performance-based options that vest over time. That way, compensation reflects not just contribution, but alignment with where we re going. Comment from Santosh Kumar(@santosh__kumar9): I usually tie raises to impact, not just time served. If someone moves the needle ...

... case study to see how we work together, but honestly, ultimately it was my gut feeling! Just make sure to take the probation period as real trial period if it works out, don't ignore red flags and vest you equity ...

... culture. If you include culture-fit as a major part of your hiring parameters, the company culture doesn't need to be forced with special events and accommodations. Anything you do together (or apart) makes you feel included and vested because its a natural affiliation. It also means up-skilling, training and role-base growth happens more organically. Having said all that, this only works well while you're small enough to be able to invest the time to learn ...

... bringing on a CMO with a 7% equity stake. Since we re pre-revenue and pre-launch, this allocation feels appropriate. I want to structure the best possible vesting schedule to ensure he feels fully invested in the company s success while also protecting against potential issues down the line. Any recommendations? Comment from steve beyatte(@steveb): 1-year cliff, 4-year vest

... This sounds silly but when I launched my first startup 5 years ago, we didn't put in a vesting schedule Wanted to see what others have done but also things we know to avoid in the future ...