If a co-founder leaves or is fired before their one-year cliff, it's typical for them to receive only a small amount of equity, usually between 2% to 5%.

Founder breakups can become contentious if founders haven't paid themselves, leading to leverage for the fired founder in negotiations.

If a founder relationship isn't working out, that founder should leave or be fired before the vesting cliff, as this protects the remaining team and ensures accountability.

Firing people is one of the hardest parts of running a company, and first-time founders often wait too long to make these decisions. You need to fire employees quickly when they're not working out, as it's better for both the company and the employee, despite the pain it causes.

Effective startup founders handle employee terminations well, which is a hallmark of professionalism.

When laying off employees due to financial constraints, it can actually improve morale among remaining staff, as they see the founder is committed to the company's survival.

Every founder, regardless of their departure circumstances, should resign from the board and sign a release, allowing remaining founders to manage voting rights effectively.

I use severance packages as a management tool to give managers permission to let go of employees, making it easier for everyone involved.

Pay yourself and your co-founders to avoid complications during founder breakups; think of co-founder wages like a marital prenup.