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Comment by ssorallen | Hacker News Reader

> An 'option' gives you all of the upside with none of the downside.

To see any of that upside you have to exercise the option. If the company has the common 90-day post-termination exercise window, that means if you want to change jobs you need to come up with cash to exercise what’s supposed to be part of your compensation, and if the FMV is much higher than the strike price, hand a bunch of cash to the IRS too.

Now you’ve put in your time as an employee and reinvested the salary the company gave you right back into the company, and you’re likely at the back of the line with common shares.

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Yes, windows on exercising are also part of the value, but you are fundamentally misinterpreting the concept of investing real money and optionality.

Your misunderstanding leads you to believe that somehow an option is worth a lot less than a 1x participating stock, and it's not.

Again you side-stepped the comparable:

As an employee, even with a '90 day exercise window' which would, you chose for compensation (or what would most people chose?)

1) the ability to invest $1M for a bunch of preferred shares; or

2) a bunch of ISO's at a low exercise price?

Everyone will take the ISOs due to their riskless nature, now why would they take option 2 if it's so 'inferior'?

A 1x participating preferred is a perfectly rational type of financial instrument for VCs, and some type of ISO is actually well aligned for staff. Though things might evolve here and there, there is zero chance that the 1x preferred aspect is going away.

> 1) the ability to invest $1M for a bunch of preferred shares; or > > 2) a bunch of ISO's at a low exercise price?

Why is this the choice? how about:

3) a bunch of ISOs of preferred shares at the current FMV

Why is a VC putting in $1m riskier than an employee taking a full time job with the company? Why can't an employee who vests shares get the same preference when they reinvest their own money into the company?

Also: why do startups cover the new hire’s early exercise cost upfront when the new hire is an executive, but not for other employees ?

Because 'Cash in hand' is worth more than the risky nature of what you are able to deliver with your 'time in', esp. after receiving a salary.

That you will never get 'preferred' ISO's is a fundamental fact of the market, which accounts for such risks.

Implying it's 'unfair' is more or less like saying 'your salary is only 1/2 what it should be'. There's definitely an underlying reason your salary is roughly where it is, it's better to understand why it is what it is.

As an employee, instead of exercising, say $30k worth of ISO, I would much rather buy $30k of preferred at fair market value. Even better if I got a discount on fair market value. I would also like the company to pay the 30k upfront as a loan or sign-on bonus, a common practice for executives already.

> I would much rather buy $30k of preferred at fair market value.

Sure, but VCs aren't getting shares at FMV either.

My bad, I meant "at the same price as VCs". You are correct that's not what fair market value means.

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