Depends on the pay. If you're paying market, < 1 %. If you're not paying market, match the difference to a max of 3%. Either way, make sure it is vested 1/36 every month for a period of 36 months. But if you get bought out, or go IPO before that time frame, make sure all of that is vested. And also, if you get funding that pays out the founders in some way, find a way to pay something out to the employees too.
You can't promise that all your employee shares will vest on change of control, because many big companies won't buy you on those terms. Also, even if everyone does vest on change of control, valuation and terms can be structured so that options aren't worth much, and employees are handcuffed by retention grants.
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Depends on the pay. If you're paying market, < 1 %. If you're not paying market, match the difference to a max of 3%. Either way, make sure it is vested 1/36 every month for a period of 36 months. But if you get bought out, or go IPO before that time frame, make sure all of that is vested. And also, if you get funding that pays out the founders in some way, find a way to pay something out to the employees too.
You can't promise that all your employee shares will vest on change of control, because many big companies won't buy you on those terms. Also, even if everyone does vest on change of control, valuation and terms can be structured so that options aren't worth much, and employees are handcuffed by retention grants.