Closing the Information Gap on Employee Option Grants: Part Two
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Closing the Information Gap on Employee Option Grants: Part Two
How can values create value? On this podcast, Michael Eisenberg talks with business leaders and venture capitalists to explore the values and purpose behind their businesses, the impact technology can have on humanity, and the humanity behind digitization.
Closing the Information Gap on Employee Option Grants: Part Two
Closing the Information Gap on Employee Option Grants: Part Two
Closing the Information Gap on Employee Option Grants: Part Two
Closing the Information Gap on Employee Option Grants: Part Two
In my previous post (see here) I discussed the ramifications of the Israeli 102 Section approach to taxation of stock option grants and its results in terms of what employees can ask for and employers can reasonably grant. I also presented a standard template for offer letters to communicate more information as to stock option grants so that employees can make an informed decision and not treat option grants as a bonus they can’t ascribe any value to. In this post I will take a look at what is a reasonable “ask” in terms of option grants (check the benchmark grant spreadsheet here), and offer a way to approach the question of how many options should be granted in return for a salary cut.
