What is an effective vesting schedule for equity compensation?
If you are offered equity compensation as part of your salary package, you need to understand how it works and what it means for your future income. Equity compensation is a form of payment that gives you a stake in the company you work for, such as shares, options, or restricted stock units. However, you usually don't get to own or exercise your equity right away. Instead, you have to meet certain conditions and milestones, known as a vesting schedule, before you can claim your full reward. In this article, we will explain what a vesting schedule is, why it matters, and how to negotiate an effective one for your situation.
A vesting schedule is a timeline that determines when and how much of your equity compensation you can access. It is designed to align your interests with the company's goals and to incentivize you to stay and perform well. Typically, a vesting schedule has two components: a cliff and a period. A cliff is the minimum amount of time you have to work for the company before you can vest any of your equity. A period is the length of time over which your equity vests gradually, usually in monthly or quarterly increments. For example, a common vesting schedule is four years with a one-year cliff. This means that you have to work for the company for at least one year before you can vest 25% of your equity, and then you can vest another 25% every year until you reach 100%.
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From a recruitment perspective and having experience working in high growth startups, offering equity to the best talent in order to incentivize workers requires you to compete with other startups for the same talent. The failure rate for those startups can be high so requiring 4 or more years to fully vest doesn’t allow you to compete for the best and brightest. The most promising and aggressive startups are offering 24-36 month vesting periods with a one year cliff vesting quarterly after 12 months. The dollar amounts are also fairly rich dependent upon the impact of the role. Anything beyond 4 years isn’t competitive especially considering how often startups layoff employees in this climate.
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The most common is a 4 year vest with one year cliff which is time based. A second type is based on a financial event such as an ipo, merger or another type of milestone. A third type of vesting schedule is a combination of time based and financial event which is referred to as a double trigger. It’s also important to understand the tax implications for RSU (Restricted Stock Units) vesting and exercising NSOs(non-qualified stock options) and ISOs(incentive stock options).
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Cliff: The employee doesn't receive any shares or options until they have completed one year of service with the company. At the one-year mark, they become vested for 25% of the total grant.
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I think ideally the vesting should start only from year three - which means you have worked for two years before you can vest. This is important because in most cases, you start providing most value only in your second year
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The vesting schedule depends upon your company priorities and strategy. In tech the vesting schedule is 4 years with installment vesting. In most other more matures industries it is 3 years with cliff vesting. Ultimately you have to balance reward employees with company objectives
A vesting schedule matters because it affects your potential income, your tax liability, and your career decisions. Depending on the type and value of your equity compensation, vesting can have a significant impact on your net worth and financial planning. For instance, if you have stock options, you may want to exercise them as soon as they vest to lock in a lower strike price and avoid paying higher taxes later. On the other hand, if you have restricted stock units, you may want to defer vesting until you are ready to sell them to avoid paying taxes on unrealized gains. Additionally, a vesting schedule can influence your motivation and loyalty to the company. If you have a long or steep vesting schedule, you may feel more committed and engaged with the company's vision and growth. Conversely, if you have a short or flat vesting schedule, you may feel more free and flexible to explore other opportunities.
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First, a well defined vesting schedule will set the employer and the employee on the same page from day one. Thus, future conflicts will be prevented. For the employee, having a definite vesting schedule helps him/her to assess its net impact on their long term career goals and their expected future wealth with some certainty. Further, the employee can always reassess how likely it is that the initially assessed net benefits of the equity-based compensation will accrue to them at the end of the vesting schedule considering prevailing economic and financial events.
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Taxes are wild, specially in India where ESOPs could be taxed at 35 to 40 percent in the hands of employee. I have seen employees not feeling well about paying taxes before even getting the shares in demat. In some cases they have to take short term high interest bank loan to repay taxes arising on vesting of ESOPs, in general, they don't feel good about it. I have seen in one case founder himself lent money to employee for paying his taxes. One should appropriately weighs in the tax outgo.
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A vesting schedule serves multiple purposes but the best is employee retention. If an employee has a certain amount of income they will lose by leaving they have more motivation to stay and help contribute to the overall success of the company. IT works well for the company too if the employee doesn't work out they have held back part of their compensation.
An effective vesting schedule is one that balances your needs and expectations with the company's interests and constraints. There is no one-size-fits-all formula for negotiating an effective vesting schedule, but there are some general tips and strategies that can help you. First, do your research and benchmarking. Find out what the market rate and standard practice are for your role, industry, and stage of the company. Compare your offer with similar ones and see if there is room for improvement. Second, consider your goals and priorities. Think about what you want to achieve with your equity compensation and how it fits into your overall compensation package and career plan. Do you want more equity or more cash? Do you want to vest faster or slower? Do you want more security or more upside? Third, communicate your value and rationale. Explain to the employer why you deserve a better vesting schedule and how it will benefit both parties. Highlight your skills, experience, and contributions, and provide evidence and examples. Be clear and confident, but also respectful and realistic. Don't be afraid to ask questions and clarify details, but also don't be greedy or unreasonable. Negotiating an effective vesting schedule can be challenging, but also rewarding. By understanding how it works and what it means for you, you can make a smart and informed decision that will serve you well in the long run.
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I second the view that there is no one-size-fits-all formula for negotiating an effective vesting schedule. Longer vesting period may helps when the growth prospect of company are multifold. However, people likes certainity. In general employees rush to liquidate ESOPs soon after exceerrsing, they bet for shortest vesting period. However, employer want to retain their talent for the longest period. The answer lies somewhere in between.
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Negotiating an equity-based compensation usually involves the employee assessing the impact of the offer on their long term goals and how competitive the offer is, compared to industry standard. Some, vesting schedule have a pleated to offer high benefits in the short term with their value eroding in the longer term and vice versa. Should the staff possess very relevant and highly-demand but scarce technical skills, he/she can leverage on its the benefit of those skills to the company and request for a better arrangement. However, like in all negotiations, the employee has to be tactful and present a convincing demand.
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For employees, equity-based compensation arrangements is one effective way of buying into the future success of a company. For the shareholders, it is one way of aligning the employee's goals to the shareholders' wealth maximization objective. Provided, employees can see the arrangement as beneficial, the company will have lower staff turnover which adds to ensuring the long-term stability in the operation of the company.
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