Ivy on Warpcast

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notdevin pfp

Apparently this is a controversial idea, Milestone based equity/comp > time based Yes, you’re going to need to adjust alignment when milestones adjust. You should be doing that anyway.

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Ivy pfp

this is often worked into compensation at larger cos if your team misses a milestone because a vendor screws up are you just going to with-hold pay from them? or punish an entire team for the sub-par performance of a few?

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Depends, the goal isn’t to withhold, the goal is to achieve. Fault is rarely evenly distributed, if your team falls behind because of one individual then it’s still a team failure, fault is only obvious in context and there’s no absolute rule that works

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you are saying true things but talent is never going to be okay with not getting paid one month consultancy / full-time employee are two different worlds and one solution doesn't work for both of them

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Extreme talent is actually totally fine with going a month without pay, seen it quite a number of times. They absolutely must be bought in, but they definitely. I’ll agree those labels are two different things, saying there can’t be a model which takes the advantages of each of those domains I disagree with. My entire point is that the current rules for building a company are closer to arbitrary than not. Someone once put a lot of thought into these designs, and for them it was perfect, for all else it’s square peg in a watermelon, nonsensical *caveat, if you want to live a life attracted to the teat of professional capital flows, then by all means, vest on time, hit those round metrics, aim for that customer around the corner, and keep swinging for the fences, it leaves the door wide open for anyone building real quality to come swoop your all too eager to leave customers

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Ivy pfp

lol dude you obviously have a bias here which is fine but let's not use euphemisms like 'extreme talent', some ppl will sign a contract that uses milestone based compensation and some won't in general some ppl will forgo security for opportunities, and some companies care more about employee sustainability than burning through talent to get customers plenty to agree to disagree on here but tl;dr i think your opinion is only unpopular if it is intended as a panacea for every employee and every company

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I of course have a bias, what’s the point in passing information that everybody already all agrees with and is consensus on? The number of times I’ve heard someone advise a founder to consider their equity and comp allocation through a lens of milestones vs time in my 20 years in tech has been 0 There’s always a “what about…” for these things, but that’s super boring, is the point to explore the idea or prevent the idea? We can ask, what’s the downside to this model, in which case the conversation can easily explore this aspect. What about the elite producer who won’t buy into this? What about them, who cares what they think, they’re doing something else

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