Earlier quoted context omitted.
(Couldn't reply directly to you, rdl, sorry.) I agree that offering an office manager 5% is silly and offering a founder-level person 5% could make sense. I guess I was more curious to see what you think the right ranges are.
In a company which is post accelerator and has raised $1-2mm, without being an absurd success or abject failure, I value equity for employees using a valuation of 0.5-0.75x the cap on convertible debt if you were to issue the debt right now. I have no idea how to handle this at Series A or beyond; a bridge I will burn when I come to it. You may adjust this based on whether you view investor money as particularly chea…
How I negotiated my startup compensation (with numbers)
181–190 of 222 posts
Re: How I negotiated my startup compensation (with numbers)
#182Does 1.25% seem ridiculously low to anyone else? It seems to me like she should have negotiated to be a co-founder instead of employee #1.
It feels like her role is an auxiliary function, like Office Manager or QA, so I think her generic analysis works. If her role was central to the business, then I don't think she would be valuing her contribution with a one-liner like 'Employee’s value-add to the company (I used 15%, which I think is pretty low!)'. Instead the question of her value-add would be the starting/central point of the negotiation.
Re: How I negotiated my startup compensation (with numbers)
#183Earlier quoted context omitted.
I wish good luck to all involved with this company. I am not sure if it's a good idea to work so closely with your fiance/wife/husband in a start up. If things don't work out, there will be more than a job that's lost.
Yeah, there will be both jobs lost. While I can see hedging your bets by having your spouse work a normal job (and possibly get you on their health insurance), if a failed startup is going to doom your marriage, your marriage is already doomed.
Re: How I negotiated my startup compensation (with numbers)
#184Earlier quoted context omitted.
Of course we've thought of this (and a number of other hypotheticals). And of course we've discussed it, openly amongst the entire team as well as behind closed doors with our board and counsel. It does complicate things. In the end we felt like the positives (having Michelle on the team so we can take advantage of her strengths) outweigh the potential negatives. It could absolutely turn out badly. As with almost eve…
Fair enough, as long as you're going into this with open eyes. It's not like most risks that startups take; inherently, most people wildly underestimate the risk that a personal relationship will go sour down the road. (If we didn't, a lot fewer people would get married.) I'm pretty sure if you ask most folks getting married what they estimate their chance of staying together is, they'll pick a number higher than ~50…
Re: How I negotiated my startup compensation (with numbers)
#185Earlier quoted context omitted.
"But this just proves, bubbles exist." No, it just proves that the market for tech talent is stronger in the Bay Area than it is for Florida.
I'd also imagine the average talent level is higher in the Bay (by quite a bit).
The problem we have, is it's a small community. Poaching is out of the question. Cause word does get around. So we interview hoping we nail someone good before someone else does.
But being South Florida no one considers us tech heavy. Even though we are a "banking" & medical center and wealth is everywhere.
I was complaining about this to some state senator a while back. There was talk about creating a tech area in Miami/Fort Lauderdale (they talk about it every year). He told me, "You take care of your yacht here; your computers in New York".
And that sums up Florida's tech problem.
Re: How I negotiated my startup compensation (with numbers)
#186Earlier quoted context omitted.
(Couldn't reply directly to you, rdl, sorry.) I agree that offering an office manager 5% is silly and offering a founder-level person 5% could make sense. I guess I was more curious to see what you think the right ranges are.
In a company which is post accelerator and has raised $1-2mm, without being an absurd success or abject failure, I value equity for employees using a valuation of 0.5-0.75x the cap on convertible debt if you were to issue the debt right now. I have no idea how to handle this at Series A or beyond; a bridge I will burn when I come to it. You may adjust this based on whether you view investor money as particularly chea…
Btw my return across all angel investments starting as convertible notes is rougghly .9x. Whether I am any good at allocating funds long term remains to be seen.
For my own startup, we allocate equity per a model we built based on historical allocations. And then we beat it by a fair bit.
Re: How I negotiated my startup compensation (with numbers)
#187I love this. Congrats Kyle, Michelle and the whole team for: a) Going through these types of negotiations with your loved ones (not just close friends) and trying not to water it down - or give favors. There are many people, that I imagine, might want to get an extra few pts of equity just because you both are going to be married soon. So Kudos on keeping it professional. b) Making this entire transaction as transpar…
Re: How I negotiated my startup compensation (with numbers)
#188Earlier quoted context omitted.
Yeah, they're fronting the other $1400 of the premium. We're a very small company and getting completely dicked by Blue Cross / Blue Shield. Doesn't help that most of the principals are senior people with families. I also chose the PPO over the HMO and FSA plans. I've btdt with those two and will never go back. Which brings me back to your first point. Yes, the healthcare aspect (especially in the US) is contextual.…
$2180 a month, $3000 deductible. Did your founders meet at a cancer remission support group? Or is it just that hard to negotiate for a small group policy where you are?
You can get the rates down by opting for an HSA-qualified HDHP plan (the deductibles for those plans in IL are in the range of $5k/$10k-family). I'm not sure how much lower the rate is, but normal-deductible insurance is not a good deal for most people.
If his founders met at a cancer remission support group --- or, for that matter, the support group for any of a list of hundreds of self-evidently nonfatal medical conditions, most of them affecting women --- he would not be able to get insurance at any price. At any price. He would not get "dicked over with worse rates"; he simply would be unable to set up small-group health insurance for that group at all, under any circumstances, unless he excluded members of his group (or fired them). People with those conditions, which (it should not surprise you) are very common, and which very rarely implicate expensive treatment demands down the road†, can obtain insurance only by accepting jobs at companies with large group health plans.
It is sad for me to have to call this comment out for being naive, because is naive in the face of a terrible injustice that also happens to be a thorn in the corneas of many startup founders, but it's naive.
I know several very smart startup founders that have families who are opposed to guaranteed-issue health insurance, but I cannot personally for the life of me fathom how they arrived at that opinion, having myself had to go through the shitshow that is securing family health insurance coverage on the private market.
† But actuarially incur high costs enough to fuck over multiple percentage point-sized swaths of the whole US population
Re: How I negotiated my startup compensation (with numbers)
#189Earlier quoted context omitted.
Yeah, there will be both jobs lost. While I can see hedging your bets by having your spouse work a normal job (and possibly get you on their health insurance), if a failed startup is going to doom your marriage, your marriage is already doomed.
Also: if your relationship is strong, and the working relationship is hurting the personal relationship (or vice versa), one of the two will just find another job. People change jobs for their relationship all . the . time . --- for instance, almost every time one spouse wants to move out of state for a better job.
Re: How I negotiated my startup compensation (with numbers)
#190Earlier quoted context omitted.
Thanks for reading my post :) I wrote about my decision to make the jump in a previous blog post: http://blog.keen.io/post/26096112831/why-i-left-consulting-a... Some things to consider: 1. Consulting work is still there if I need to return to a higher salary. 2. My salary in the startup will be adjusted if the startup does well. 70k will not work out long term in SF, but it's ok for a year or so.
'1. Consulting work is still there if I need to return to a higher salary.' Couldn't you technically do that same consulting work at your old job, specifically after work or on the weekends? I agree with your second point though.