Liquidation preferences are wacky -- I would have never understood them without several patient explanations on HN. I'm curious: is modeling their effects just common Valley knowledge that you'd do effortlessly during a job interview, or would most candidates be as unknowingly ignorant of their effects as I was a year ago?
I sit with people with a googledocs spreadsheet and we plug in numbers for various scenarios, so they can see what happens if there is a quick sale vs. multi round and then later. And show how cash comp to engineers affects this too. I believe in total transparency for at least the first 20 or so employees wrt budgets, salaries, equity, etc.
If you "trick" someone into working for less, you have screwed yourself more than you have saved money.
Right..when your best case is less than salary differential, before factoring in working 3x more, and the ten percent or less odds of getting the 50 exit! Something is irrational about participating.
That said I would work with certain people or on certain projects as an early employee. With some, it would be economically rational, with others then entertainment value would be worth it.
GitHub's first employee owns more than 1% of the company, so I'm not sure why it's unrealistic. Maybe in the world of businesses letting VC's tell them how to run their company this is the norm, but it doesn't have to be.
Wow. I was secretly trying to get you to find an answer to one of Keith Rabois questions on quora. I forgot he qualified it as post 1999. Can you do that too?
National Instruments is an amazing company...I was fortunate to get to use their products on some projects as a teenager.
The first few hires often happen before VC funding is raised, right? And 2-3% for the first few employees isn't unusual amongst companies that later raise VC funding and make it big.
50 million * .01 * .65 (tax) / 4 years = 81,250
considering opportunity cost and time spent. likely not worth it.