Read the complete VVC Standard.
A comprehensive 60-page open standard detailing the exact philosophy, methods, and cycles required to successfully design an employee stock options strategy. Moving beyond theory, the standard serves as a practical blueprint for the 6D Framework.
Pages
Week Cycle
“The color of money is the same everywhere, but the color of values and vision differs with each founder.”
What's inside the standard.
Gracias vs. Growth Options
Growth Options are performance-based incentives rewarding future contributions. Gracias Options are recognition-based grants that rectify historical imbalances or fulfill past promises. Your scheme must separate the two.
The IBO Method
Intended Benefit through Options. Instead of random percentages, work backward from a Target Value—the intended financial benefit for an employee at a future exit event.
The MYSMYV Principle
More You Stay More You Value. Implement back-ended vesting schedules (e.g., 10% / 20% / 30% / 40%) that reward longevity and align with the reality that maximum value is created in later years.
The 6D Framework
Master the Six Dimensions: Why, Who, How Many, What Price, What Conditions, and How Often to formulate an airtight strategy.
From contemplation to execution.
Phase I: Foundation (Weeks 1-2)
Identify personal values, define your Non-Financial Vision (NFV), and codify the company culture.
Phase II: Design (Weeks 3-5)
Map team criticality, calculate grants using the IBO method, and finalize pricing and vesting terms.
Phase III: Legal (Weeks 6-9)
Draft explanatory statements, hold shareholder assemblies to adopt the plan, and finalize corporate documentation.
Phase IV: Rollout (Weeks 10-12)
Conduct one-on-one sessions (The 'Founder Talk') and issue the final grant letters to bridge the emotional contract.