For founders, HR leaders, and finance teams choosing employee equity, compare stock options, restricted stock units, and employee stock purchase plans against hiring, retention, and ownership goals. Map vesting schedules, eligibility, and dilution using figures you enter, then weigh trade-offs across employee groups. Leave with a side-by-side comparison, key assumptions, and questions to take to your advisers.
Equity Compensation
Compare stock options, RSUs, and ESPPs against your hiring and retention goals.
Use Equity Compensation
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What it writes
- Side-by-side comparison of equity plan types
- Vesting and dilution analysis using your figures
- Decision brief tied to hiring and retention goals
How to use it
In your first message, name the employee groups, hiring or retention goal, and plan terms you are comparing. Include share counts and vesting schedules if you want a dilution or timing comparison.
What you bring
- Hiring, retention, and ownership goals
- Plan types, vesting terms, and eligibility
- Share counts, valuation, or other assumptions
- Know which employee groups you want to cover
A good fit for
- Choosing equity for a startup hiring its first senior employees
- Comparing RSUs and options for a retention plan refresh
- Preparing plan questions before meeting with legal or tax advisers
Ways to start
A few requests this Agent can handle.
We’re a 40-person startup hiring senior engineers. Compare options and RSUs for recruiting, using a four-year vest with a one-year cliff.
Our public company is considering RSUs for mid-level staff. Compare them with options for retention over four years, assuming a $50 share price.
We want an ESPP for 300 US employees, with a 15% discount and six-month purchase periods. Compare the trade-offs with our current options plan.
Good to know
This workspace provides text assistance.
- Tax or legal advice; have qualified advisers review decisions
- Cannot review plan documents or verify current tax rules
- Calculations use only figures you enter
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Use it as a draft to review and adapt. Verify calculations, facts, rights, and suitability before relying on it. Do not provide information you do not have permission to share.
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