Handbook
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Co-Founders & Leadership
Founder Equity Splits
Equity splits define ownership and alignment. Here's how to split founder equity fairly.
Founder equity is one of the most consequential decisions you’ll make, and you make it before you know much about the future. Get it right and you have aligned partners. Get it wrong and you have resentment, conflict, or departures. This is worth thinking through carefully.
Why Equity Splits Matter
Long-Term Implications
This decision lasts:
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Years of working together
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Multiple funding rounds
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Potential acquisition
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Everything compounds
A slight imbalance grows over time.
Sets the Relationship Tone
How you split says something:
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About how you value each other
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About decision-making authority
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About the partnership dynamic
Hard to Change Later
Once set, equity is hard to adjust:
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Emotionally charged to revisit
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Legal complexity to modify
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Signal of problems if you try
Better to get it right initially.
The 50/50 Debate
The Case for 50/50
Arguments:
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Equal partners, equal stake
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Feels fair
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Avoids difficult conversation
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Common default
The Case Against 50/50
Problems:
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Rarely reflects reality
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Creates tie votes
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Avoids important discussion
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Equal may not be fair
A Better Approach
Have the conversation about what’s fair:
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Who contributed what so far?
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Who will contribute what going forward?
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What skills and experience matter most?
Then decide. 50/50 might be right—but only after you’ve discussed it.
Factors to Consider
Past Contribution
What’s been put in:
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Who had the original idea
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Who built the initial product
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Who brought key assets
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Time already invested
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Capital contributed
Future Contribution
What will be put in:
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Who’s working full-time vs. part-time
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Who has critical skills
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Who will carry more weight
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Role importance
Opportunity Cost
What each person is giving up:
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Salary they could earn elsewhere
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Other opportunities foregone
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Financial risk taken
Risk Profile
Who’s taking more risk:
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Family situations
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Financial cushions
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Career alternatives
Experience and Value
What each person brings:
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Relevant domain expertise
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Track record
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Network and connections
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Skills critical to success
Common Split Patterns
Equal Co-Founders (50/50 or 33/33/33)
When to use:
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Similar contributions expected
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Starting at the same time
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Complementary skills of equal importance
Lead Founder (60/40 or 65/35)
When to use:
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One person had the idea and started earlier
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One is CEO with more responsibility
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Clear difference in contribution expectations
Founding Team with Different Levels (50/30/20)
When to use:
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Three or more founders
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Joined at different times
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Different commitment levels
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Various skill contributions
Founder + Early Employee (10-20% for employee)
Not quite co-founder:
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Joined after inception
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Less risk taken
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Important but different
The Conversation
How to Discuss It
Start with principles:
“Let’s talk about how we think equity should be divided. What factors should we consider?”
Share perspectives:
Each person explains what they think is fair and why.
Find common ground:
Where do you agree? Where do you differ?
Work to agreement:
Negotiate toward something everyone accepts.
Making It Productive
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Assume good faith
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Focus on principles, not positions
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Listen to understand
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Be willing to compromise
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Acknowledge each other’s concerns
If You Disagree
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Take time to think
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Consider third-party input
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Understand underlying concerns
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Find creative solutions
Red flag if you can’t reach agreement before starting.
Vesting
Why Founders Must Vest
All founder equity should vest:
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Protects everyone if someone leaves
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Ensures ongoing contribution
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Standard for any serious startup
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Investors will require it anyway
Standard Vesting
Typical: 4-year vesting with 1-year cliff
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Year 1: 0% → 25% at cliff
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Years 2-4: Monthly or quarterly
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Year 4 end: 100% vested
Founder Vesting Variations
Credit for time already worked:
If you’ve been working for 6 months, start vesting as if those months counted.
Acceleration:
Single or double trigger on acquisition.
Longer vesting:
Some argue for 5+ years given startup timelines.
What Vesting Protects Against
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Founder leaves after 3 months with 25% of company
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Conflict makes someone unusable but they own stake
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Life circumstances change
Legal Documentation
Get It in Writing
From day one:
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Who owns what percentage
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Vesting schedules
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What happens on departure
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Decision rights
Key Documents
Founder’s agreement:
Outlines equity, roles, vesting, separation terms.
Stock purchase agreements:
Formal issuance of shares.
83(b) election:
Tax election filed within 30 days of receiving restricted stock.
Lawyer Up
This is worth paying for:
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Proper legal structure
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Tax-optimized approach
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Standard protective provisions
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Enforceable agreements
Don’t DIY equity paperwork.
Common Mistakes
Avoiding the Conversation
Defaulting to 50/50 to avoid discomfort.
Fix: Have the honest conversation. It’s easier now than later.
No Vesting
Thinking “we trust each other.”
Fix: Vest everything. Trust has nothing to do with it.
Ignoring Contributions
Not accounting for unequal past or future contributions.
Fix: Factor in what’s been done and what will be done.
Equal Split Among Unequal Partners
Giving everyone the same when roles are different.
Fix: Match equity to expected contribution and value.
Informal Agreements
Handshake deals without documentation.
Fix: Paper it. Use a lawyer. Sign documents.
Not Discussing Scenarios
Avoiding “what if” conversations.
Fix: Discuss what happens if someone leaves, underperforms, or the company pivots.
Adjusting Later
When It Might Be Necessary
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Roles have changed significantly
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Contributions wildly differ from expectations
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New co-founder joins
How to Approach It
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Have honest conversation about the gap
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Propose specific adjustment
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Consider vesting modification
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Document changes properly
Why It’s Hard
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Feels like taking from someone
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Loaded with emotion
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Can damage relationship
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Creates uncertainty
Easier to get it right initially.
Advisor Equity
Separate from Founders
Advisors get much less:
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0.25-1% typical
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2-year vesting common
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Based on involvement level
What Advisors Provide
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Domain expertise
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Connections and introductions
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Ongoing advice
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Credibility boost
Match equity to actual value provided.
Key Takeaways
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Founder equity is one of the most consequential early decisions—get it right initially
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50/50 isn’t automatically fair; have the honest conversation about contributions
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Consider: past contribution, future contribution, opportunity cost, risk, experience
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All founder equity must vest—4 years with 1-year cliff is standard
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Document everything legally: founder agreements, stock purchases, 83(b) elections
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Have the hard conversation now; it’s easier than revisiting later
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If you disagree, that’s a red flag—better to discover incompatibility early
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Advisors get much less (0.25-1%) with shorter vesting
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Pay for a lawyer—don’t DIY founder equity documentation
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Equity splits compound: small initial imbalances grow larger over time
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