How TYCK empowered its team with a share scheme

When Matty Panagopoulos, founder of TYCK, set out to grow her boutique virtual assistant company, she wanted to build a team that’s motivated to go the long haul. After exploring options, Matty decided to make her founding team part owners of the company to ensure true ownership and a stronger sense of belonging. That’s why she chose Vestd.

In this conversation, Matty shares TYCK’s journey from the early search for solutions to overcoming mental blocks and seeing the impact of employee ownership.

About TYCK

TYCK is a four-year-old virtual assistant company providing administrative support for CEOs, business owners, and leadership teams. What makes them different is their boutique approach. They don’t just action tasks; they also bring strategic value.

“Our team is made up of operational experts who help with business structuring and processes, as well as experienced EAs and PAs who manage things like inboxes, travel, and research. We also have bookkeepers and business development specialists, so there’s a wide variety of expertise within our team. In a nutshell, we’re here to take care of the details while adding operational support to help businesses run smoothly.”

Why a share scheme?

Matty had worked with CEOs across fintech, retail, HR, and other industries, and one pattern stood out: companies that invested in their people went the furthest.

“For me, the drive of the team is everything; without a strong team, you don’t really have a business.”

She didn’t want to give small cash bonuses, like £150 for hitting a target. She wanted a deeper, more meaningful way to incentivise her team; something that made them feel they genuinely belonged to the business.

“That’s what led me to start looking into Vestd.”

Choosing Vestd

Matty is active in CEO and founder groups, where the main platforms people discuss are SeedLegals and Vestd.

“I did my homework on both. I had meetings with both, and Vestd just felt better to me from a couple of different perspectives. First of all, it fits better with my cash flow. We’re still a young company, only four years old, so that was really important. 

 And then also the human side. Colin took time to explain everything and really get to know me during the onboarding call. It wasn’t just transactional, it felt genuine.”

This wasn’t a decision made overnight.

“I spoke to Colin probably about six months ago for the first time. I went away, really thought about it, spoke to a couple of other people, really looked back into it… so my going with you guys wasn't just a quick decision. It took a long time for me to actually decide, this is what I want to do.”

What Matty was looking for

She wanted a solution that would work for team members outside of the UK.

“Reading through your website was easy, the information was clear, and when I had calls with Konie and Colin, they’d always give me answers but also point me back to the site for more details. That combination of information and support made it easy to navigate.”

Overcoming the mental block

At first, setting up the share scheme felt overwhelming.

“It took me a while to get everything done; partly because of personal reasons, but also because I had a mental block. It’s a big step to give shares of your own ‘baby’ to other people; it feels huge.”

Konie helped her break it down.

“Konie reassured me that it’s actually quite normal to feel that way, and she gave me a few bullet points to follow. Suddenly, everything clicked; I realised the platform is actually very straightforward and the process is far more systematic, user-friendly, and thoughtfully designed than I expected. Once you get into it, you realise how much support is built into the platform. It’s clear, well-structured, and thoroughly worked out. Sometimes you just need that little push, and that’s exactly what she gave me.  

Once I got over that mental hurdle and trusted that the Vestd team had my back, I felt confident. I knew that if I made a mistake, they would pick it up. After that, things moved quickly, and it just flowed from there.”

The human touch of the Vestd Team

Matty highlighted how working with the Vestd team made the process smooth and personal.

“During what was a life-changing personal time for me, their support went far beyond what I expected. Konie and the Vestd team even took the time to send me a thoughtful personal gift,  a gesture that truly meant a lot.”

“Colin was never pushy; he explained what Vestd could do and followed up once a month until I was ready. That persistence without pressure was important for me, because I push back if I feel forced. He also helped me find an option that worked with my cash flow.”

“Konie was an absolute dream to work with; she’s detail-oriented, picked up on my pressure points, and really understood my personality. Jack was also great on calls with Konie, talking me through things. Together, they made the process seamless.

She also noted the personal care the team showed.

“That kind of kindness and empathy is often missing in business. It's easy for companies to focus on getting a client through the door and then step back. But with Vestd, it’s different. They genuinely care about your success and go out of their way to offer support, guidance, and encouragement. The personal touch they bring makes all the difference.”

Impact on the team

The share scheme is already having a positive effect.

“Now that the scheme is live, I can already see a difference in my management team. In just the last month, their attitudes have completely shifted. They’re not only invested in their roles, but they feel like true owners of the business. It’s amazing how much has changed in such a short time, without me even having to push or nag.

As soon as people feel they belong to something, they invest more in their work. My leadership team, both in South Africa and the UK, now feel not just like part of the TYCK family, but owners of it. That sense of belonging is powerful..”

It’s also being used as a performance incentive.

“If the leadership team hits certain targets every six months, they’ll receive extra shares. After the first year, I plan to extend it to the wider team so that more people can share in the business.”

Team reactions

When the leadership team received access to the platform:

“The reaction so far has been very positive. Everyone was excited, and when they got their logins, they found the platform easy to understand and navigate. It’s created a sense of unity across the UK and South African teams. Even though allocations are private, you can feel that the leadership team has come together with one common goal.”

Competitive edge and future outlook

For Matty, the scheme also opens doors for growth and investment.

“It gives me the drive to seek investment. Now that the leadership team is empowered and things are in place, it gives me the confidence to take the next step. 

Short-term, it’s about empowering the team. Long-term, it’s about raising investment and scaling further.

Overall, it strengthens our position across hiring, retention, and investment opportunities.”

Advice to other founders

Matty’s advice for anyone considering a share scheme:

“I’d say do your research. That’s what I did. I believe Vestd is the best product on the market, not just because of the platform, but because of the people behind it. 

The team are human. They take time to explain things, they’re not AI, and they genuinely care. Even though you don’t pay extra for it, they’ll happily spend half an hour talking things through with you. That level of one-to-one support is rare.”

In one sentence

And finally, when asked to sum up her experience with Vestd:

“It’s an exceptional service model. The team are diligent, supportive, and above all, human. For me, the service has been exceptional.”

TYCK’s journey shows how transformative a share scheme can be when paired with the right platform and support. For Matty, the decision wasn’t just about finding a tool to manage shares; it was about finding a partner who understood her vision, her challenges, and her people.

With Vestd, she found a platform that was clear and easy to navigate, backed by a team that genuinely cared about her success. Today, her leadership team feels like true owners of the business, united across borders, and she’s confident in scaling and seeking investment.

Matty’s story is proof that employee ownership isn’t just about equity; it’s about building trust, belonging, and long-term commitment. And for TYCK, that’s laying the foundation for an exciting future.