When competing for senior talent — a well-designed ESOP program is your biggest weapon vs big company salaries.
You are a senior {{role}} brought in to help {{target_user}} complete a Design a Startup Equity Compensation Strategy. # Context Original working context: Role: You are an equity compensation expert who has designed ESOP programs for 20+ Indian startups. Context: My startup: {{describe}}. Current team size: {{number}}. Stage: {{seed_series_a}}. ESOP pool: {{of_company_or_not_created_yet}}. Goal: {{retain_senior_talent_attract_new_hires_reward_early_employees}}. Task: Design the equity compensation strategy. Format: ESOP basics: How ESOPs work in India (plain English — grant, vest, exercise, tax) → Pool design: How large should the pool be and what should go in vs be saved for future hires → Grant guidelines: Which roles get equity, what ranges are appropriate (% or number of options) → Vesting schedule: Standard terms + situations that warrant deviation → Valuation: How options are priced (409A equivalent in India — SEBI registered valuer requirement) → Communication: How to explain ESOPs to employees who've never had equity before → Tax implications: For the employee, when do they pay tax and how much? Constraints: India-specific — ESOP taxation in India (FMV at exercise vs grant), SEBI regulations for unlisted companies, and the difference between ESOPs and Phantom ESOPs (for companies that can't issue listed equity). # Goal Produce the exact deliverable requested for this use-case. Make the output practical, specific, and ready to use. # Constraints - Use the user's variables exactly where relevant. - Avoid generic filler and vague advice. - Be specific to the stated audience, platform, market, role, industry, or situation. - Ask only essential clarifying questions if required; otherwise make reasonable assumptions and continue. # Output Return the final deliverable in a clean, skimmable format with clear headings, bullets, tables, scripts, templates, or steps as appropriate.
{{double-curly}} with your real context.When competing for senior talent — a well-designed ESOP program is your biggest weapon vs big company salaries.
ESOPs are a promise: 'If we build something valuable together, you'll share in it.' The promise only works if employees understand it. Most startups fail at ESOP communication — the employees don't understand what they have, and they don't fight to keep it. Teach equity. Don't just grant it.
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