A potential first hire currently makes $190k. He would bring significant value and take a leadership role as an engineer. What's appropriate equity if he's making $115k pay?
To that end, I did a quick back-of-the-envelope-style calculation that you can find here: https://docs.google.com/spreadsheet/ccc?key=0AgLVLMvTOJ8ldDl...
In my model, I assumed that he would receive a 5% raise in salary each year at either job. I assumed an 8% discount rate for his current salary, a 12% discount rate for his salary at your company, and a 25% discount rate for his equity cashout, which I assumed he would receive at the end of year 7. I also assumed that the growth rate for your firm's valuation would be 20% in year 1 and would decrease at a constant rate of 2% per year.
Under these assumptions, an equity stake around about 4.5% would yield a $2.56 Million payment when he sells his stake at the end of year 7. The net present value (NPV) of this one-time payment would be equal to $536,302 today. Taken together with his salary payments, the NPV of his total compensation package in this scenario over 7 years would be equal to the $1.13 Million NPV of his salary payments from his current job.
You can download the spreadsheet and can play around with the various assumptions that I made. The greater the risk associated with a particular stream of cashflows, the higher the discount rate should be.
Adjustments to these assumptions can have a significant impact on the NPV of the payments. For example, if we set the discount rate for his salary payments at your company to 16% and the discount rate for his equity cashout to 30%, then the equivalent equity stake would be more like 6.64%.
If you are able to make some reasonably accurate discount rate assumptions and valuation growth assumptions, then you should be able to get a reasonably good % equity stake that would compensate him for the decrease in salary.
From there, you might consider adjusting the offered equity stake upward... the spreadsheet will give you the equity stake that would presumably make him indifferent between choosing to stay at his current job or joining your team - In order to persuade him to join you, you want to be able to make him a better offer than that which he currently has.
If the company is valued at $30 million, then granting a new hire 10% of the stock in the company might be viewed as a taxable event by the IRS. In that case, your employee might find himself responsible for paying taxes on $3 million in income. You don't want to wind up with an employee who owes $750,000 to the IRS and can't pay it.
Consulting with a qualified attorney will be invaluable in structuring this transaction in order to avoid this sort of problem. With a valuation of $25-$30 million, you really must seek legal counsel in this matter before moving forward. With that much money on the line, you really can't afford NOT to have a good attorney on your side when you are putting together this deal.
Note: I am not a licensed attorney and this is not legal advice. Please seek the advice of qualified legal counsel.
If you decide to offer an 8% equity stake, then you might, for example, want a 2% stake to vest each year for 4 years.
I was under the assumption that it's typical for a series a term sheet to create an employee options pool pre-investment (to avoid dilution of the VCs), which would therefore require you to have a plan for how much equity you plan to give employees.