Different employees value equity differently; some prefer the certainty of a salary over the uncertainty of equity, so tailor your compensation strategy accordingly.

Founders should continue to offer equity to employees throughout their tenure, as this incentivizes long-term commitment and aligns interests.

Most startups are not generous enough with employee equity, and you should demand fair treatment in terms of compensation.

Salary and equity should be considered separately; salary is for living expenses, while equity motivates hard work and commitment.

In early-stage startups, technical employees may find themselves doing the work of a co-founder while receiving only 1% or less equity, which is not a fair arrangement.

It's common for technical employees to receive significantly less equity than their non-technical counterparts, which can lead to feelings of being ripped off.

While equal equity splits are a common guideline, they may not always be applicable; consider the future motivation of your co-founders when deciding on equity distribution.

If one co-founder has been working on the idea longer, it may be reasonable to adjust the equity split, but avoid short-term optimization that could harm long-term motivation.

The lead investor in a priced round typically negotiates the creation of an option pool for new employees, which can dilute existing shareholders but not the new money being invested.