๐ย Contents on this page:
- ๐ฆย Compensation basics
- ๐ฐย Compensation break-down
- ๐ธย 1. Salary
- Salary averages within b2ventureโs portfolio (stage and location agnostic)*
- ๐ย 2. ESOP / VSOP
- ๐ปย Compensation in a challenging market environment
- ๐ย Helpful tools to calculate ESOP and compensation
๐ฆย Compensation basics
- It often helps to obtain market benchmarks (in similar stage & geography) - check out some benchmarks on Angel.co, Glassdollar, or our analysis below.
- Internal consistency: Be aware that at some point (probably not at the very early stage) employees within the organization find out how much their teammates earn, increasing the importance of a justifiable compensation plan
- Employee background & resulting preferences: Keep in mind that risk appetite differs between employees based on their character but also their living situation. Take the example of a family mother that has to pay a mortgage vs. an independent graduate with no debt.
- The earlier the startup, the more pronounced employee's entrepreneurial tendencies need to be.
๐ฐย Compensation break-down
๐ธย 1. Salary
- Especially with early stages companies, salaries should be able to cover immediate and rather basic needs. Anything beyond that should be covered by stock options.
- It often helps to relate pay raises to funding rounds
- Founder salaries vary from zero (however, less likely nowadays) to EUR 200k (in case of scale-ups)
- Senior hires over time often earn significantly more than founders (we have seen compensation requests exceeding EUR 300k - ignoring any stock options)
Salary averages within b2ventureโs portfolio (stage and location agnostic)*
๐ย 2. ESOP / VSOP
Compensation Philosophy: Stock option socialism vs. Capitalism
There are different schools of thought in the fields of ESOP distribution approaches. Some founders allocate stock options to every single employee and others do not allocate any at all. Looking at our portfolio, all our companies run some kind of employee incentivization program - for very good reasons. However, to varying extents.
It often helps converting the options into yearly attributed โฌ-values, assuming different valuation scenarios.
- The stock option % designated to different positions very much depends on
- Seniority, uniqueness and relevance of the employee
- Phase and thus valuation of the company (the later the smaller the %)
- We urge founders to set the strike price (the employee option purchase price) as low as possible, as this maximizes the upside per stock option.
- Generally, we deem a 4 year vesting schedule, including a 1-year cliff, as suitable. This is very much in line with market standards.
- For senior (mostly C-level) hires, including founder vesting, we more often see a so-called loyalty cliff of two years. In this case, an employee-initiated leaver within two years after investment corresponds to a Bad Leaver.
It is thus difficult to attribute certain stock option packages to different roles. For specific advice you should get in touch with us and we can provide you with some more specific benchmarks. A first guiding rule is that the monetary yearly stock option value normally amounts to 40-80% of salary - again this depends on role and seniority and employee preferences.
๐ปย Compensation in a challenging market environment
In a challenging market environment, start-up compensation can become a complex issue. With increased competition, salary development may be affected as companies strive to attract and retain top talent despite limited resources. Start-ups may consider implementing measures such as founder salary waivers or deferrals, especially in the early stages, to manage financial constraints.
It's also crucial to manage expectations, particularly concerning the โฌ value derivation of stock options. Often, the last post-money valuation no longer reflects the current reality, which can inflate option prices. Companies should ensure that the potential value of stock options is communicated transparently and realistically to avoid misunderstanding and disillusionment.
๐ย Helpful tools to calculate ESOP and compensation
Compensation
Salary Report DE | Fabian Figueroa-Authenac | 23 comments
๐ฐ ๐ง๐ต๐ฒ ๐ฎ๐๐ฒ๐ฟ๐ฎ๐ด๐ฒ ๐๐ผ๐๐ป๐ฑ๐ฒ๐ฟ'๐ ๐๐๐๐ผ๐ฐ๐ถ๐ฎ๐๐ฒ ๐ฒ๐ฎ๐ฟ๐ป๐ โฌ๐ฒ๐ฒ,๐ฌ๐ฌ๐ฌ ๐ถ๐ป ๐ฐ๐ผ๐บ๐ฝ๐ฒ๐ป๐๐ฎ๐๐ถ๐ผ๐ป. Some friends and me collected real compensation data from 110+ professionals across Germanyโs startup scene to shed light on two of the most influential roles โ all captured in the ๐๐ผ๐๐ป๐ฑ๐ฒ๐ฟ๐ ๐๐๐๐ผ๐ฐ๐ถ๐ฎ๐๐ฒ & ๐๐ต๐ถ๐ฒ๐ณ ๐ผ๐ณ ๐ฆ๐๐ฎ๐ณ๐ณ ๐ฆ๐ฎ๐น๐ฎ๐ฟ๐ ๐ฅ๐ฒ๐ฝ๐ผ๐ฟ๐ ๐ฎ๐ฌ๐ฎ๐ฑ. ๐ Key numbers: - ๐๐: โฌ56,000 cash + โฌ8,750 equity (median) - ๐๐ผ๐ฆ: โฌ70,000 cash + โฌ15,750 equity (median) - ๐๐ผ๐บ๐ฝ ๐๐ฝ๐ฟ๐ฒ๐ฎ๐ฑ: up to โฌ50,000 difference for the same role โ If you're negotiating, hiring, or just benchmarking โ this report is for you. Thanks to everyone who contributed to this fresh perspective on startup compensation. ๐ You'll find the report linked in the first comment. Justus Kneissle Sebastian Luft five.degrees zoran kokolanski | 23 comments on LinkedIn
www.linkedin.com
Figures
Instantly compare your compensation policy with the competition With a tailored app, save time and effort by visualising, analysing and comparing your compensation data among all markets or just your own.
figures.hr
/w=640,quality=90,fit=scale-down)
Ravio - Compensation benchmarking in real-time
Ravio allows you to understand compensation in your market in real-time. Make smarter salary, equity and benefits decisions without touching a spreadsheet.
ravio.com
ESOP / Stock options
Employee Participation Plan Templates
These high quality templates are made in partnership with the best and most experienced law firms in Europe. The templates are here to guide you through all of the steps necessary to set up your employee participation plan. On top of that, they serve as an educational tool, helping you familiarize yourself with the terminology and provisions of participation plans.
ledgy.com
HV ESOP Model
Overview THE HV ESOP MODEL How To - Make a copy of this Google Docs - Enter your parameters in the ESOP Setup sheet - Use Calculator for HR to determine individual allocations - Communicate to employee via the Sheet for ...
docs.google.com
Rewarding Talent | Index Ventures
A guide to stock options for European entrepreneurs
www.indexventures.com
OptionPlan | Index Ventures
Entrepreneurs know how important stock options are for hiring and retaining the best talent. But to create an effective option plan you need to know how much to award to each team member. We compiled the largest ever set of benchmark data, comprising over 20,000 option grants from more than 1,650 startups across the US and Europe.
www.indexventures.com
Billie Model for ESOP Germany
Using PPR to deliver employee share ownership plans in Germany
creandum.com
Thoughts? Feedback? Something missing? Please let us know: andreas.goeldi@b2venture.vc