Context

This is the fallback plan we executed in 2023 as Stock options are still a WIP. This is kept very simple.

Why?

Same as Why?

Amount between 8% and 15% of the profit (reproduce the ESOP size). The exact number will be based on the strategic use of the cash for the given quarter/semester/year. This would match the size of the option pool that is usually given when raising.
1-year cliff, simplify the operations in case of mis-hires.
The exact distribution between people will be a factor of:
- Tenure. Why? In our line of business, the length of the tenure is important, as product iteration cycles are in the order of ~1-2 years. Maybe cap at 5 years, as turnover is also healthy to avoid a single point of failure and bring in new perspectives.
- Base salary. Why? To be proportional. This would match with the recommended approach in https://www.indexventures.com/rewardingtalent/option-grants-at-seed for stock options.
Significantly more advantageous to full-time employees Non full-time employees, as we are in a winner-takes-it-all market.