Startup Professionals Musings

NOVEMBER 2, 2012

The intent of this question is to determine the level of commitment of founders, both cash and “sweat equity,” and how much others have already invested into this plan. As an employee, you salary will likely be low, your job security low, so the job title better be large, and the stock options better be large.

Due Diligence 244

Due Diligence Sweat Equity Burn Rate Intellectual Property 244

Startup Professionals Musings

SEPTEMBER 5, 2011

The intent of this question is to determine the level of commitment of founders, both cash and “sweat equity,” and how much others have already invested into this plan. As an employee, you salary will likely be low, your job security low, so the job title better be large, and the stock options better be large.

Due Diligence 237

Due Diligence Sweat Equity Intellectual Property Entrepreneur 237

Gust

DECEMBER 8, 2013

The intent of this question is to determine the level of commitment of founders, both cash and “sweat equity,” and how much others have already invested into this plan. As an employee, you salary will likely be low, your job security low, so the job title better be large, and the stock options better be large.

Due Diligence 174

Due Diligence Sweat Equity Intellectual Property Burn Rate 174

Startup Professionals Musings

AUGUST 20, 2010

The intent of this question is to determine the level of commitment of founders, both cash and "sweat equity,” and how much others have already invested into this plan. As an employee, you salary will likely be low, your job security low, so the job title better be large, and the stock options better be large.

Due Diligence 229

Due Diligence Sweat Equity Intellectual Property Startup 229

Austin Startup

SEPTEMBER 19, 2017

As for compensation, stock options in the range of 0.1% in company equity is normal at this stage, with the higher end of the range reserved for leaders of industry who bring more to the table than connections. You might consider starting with an offer to invest at a low valuation before discussing sweat equity.

Advisory Board 48

Advisory Board Sweat Equity Marketing Vertical 48

chrischandler.name

NOVEMBER 1, 2010

If you’ve considered finding and asking a developer for his or her time in exchange for sweat equity, I’m going to strongly advise you against it. Your stock options are worth zero until you successfully exit and, even then, only if the strike price is better than market value.

Equity 40

Equity Developer Entrepreneur Syndicate 40

infochachkie.com

SEPTEMBER 24, 2011

The final straw came when I asked the latest 25-year old a simple ‘yes / no’ question related to stock options. Very interesting article, at my Firm we share many of your insights, starting by performance based compensation (often linked to sweat equity). link] Luis Rivera. link] Luis Rivera.

Equity 40

Equity Silicon Valley Cofounder Technical Review 40