Vesting ensures equity is earned over time, protecting the company if a founder leaves early and keeping incentives aligned with long-term success.

Not necessarily. Equal splits can help maintain alignment, but contribution-based allocations may be appropriate if founders bring significantly different resources or commitments.

Most early-stage startups reserve 10%–20% for employee incentives, with flexibility depending on hiring plans and growth stage.

No. Only outstanding (issued) shares count toward ownership percentages. Unissued shares remain in the company’s treasury until granted.

You will need to amend your certificate of incorporation, which requires board and shareholder approval and additional filing fees.

Ten million is a common standard because it allows for flexible allocations to founders, employees, and investors without needing early amendments to incorporation documents.

Percentages can shift as new shares are issued. Defining equity in terms of actual share counts provides more accuracy and avoids misunderstandings.

Yes, but only by amending your certificate of incorporation and filing with the state, which usually requires board and shareholder approval.

Investors want to understand their potential ownership if all options, warrants, and convertible notes are exercised. Fully diluted shares give that complete picture.

Authorized shares are the maximum number allowed under your incorporation documents, while outstanding shares are those currently issued to shareholders.

Not always. Equity is more common in early-stage startups and higher-level roles, though many growing companies expand equity participation to create a stronger ownership culture.

Equity value depends on company valuation, which changes with funding rounds, revenue growth, and market conditions. Clear communication from leadership helps employees understand potential value.

Vesting ensures employees earn equity over time, rewarding commitment and protecting the company if someone leaves early.

Stock options remain the most common, but RSAs and RSUs are increasingly popular depending on company stage and employee needs.

Risks include tax consequences, restructuring ownership rights, and compliance burdens. Without proper planning, these can create legal or financial complications.