If you don't see the long-term value in your co-founders, you should reconsider their roles on your team and whether they deserve a generous equity grant.

If you're working at a late-stage startup, consider moving to an earlier-stage company for more responsibility and potentially better equity opportunities.

Equity splits should maximize the motivation of your co-founders to stay committed to the company over the long term.

Trust your instincts about whether the company is working; as a technical contributor, you have a unique perspective on the company's potential for success.

I advise being generous with co-founder equity to motivate for the long term and to protect oneself in the process. Performance-based equity is a bad idea because it's difficult to set clear goals at the beginning of a tech startup, and those goals often change as the company pivots.

As a CEO, you should aim for your co-founders' equity stakes to inspire them to work passionately, rather than having to motivate them daily.

As a CEO, your focus should be on creating an equity split that motivates your teammates rather than just negotiating a deal.

You should be generous with equity to founders and early employees to foster a sense of ownership and commitment.

Founders should reflect on whether they value all teams equally and recognize their contributions to the company.