Start your own conditional share scheme
Set tangible goals and milestones to release equity to your team once they have delivered what was promised. It has never been easier to give your team some skin in the game!
Book your free discovery call
As seen in...
The success of your business is driven by your people
Long-term success relies on the retention of your best people
When the team is personally invested, everyone is empowered to work towards the same goal.
Attract and motivate new hires to bring their A-game to the party
Hiring can be tough. Employee equity helps to level the playing field and motivates people to do their best work.
SAVE TIME & ELIMINATE MISTAKES
Truly digital equity management
Vestd is the first and most advanced equity platform in the UK, with about twice as many features as the next best provider in the market.
✓ Full, two-way Companies House integration
✓ A real-time, 100% accurate digital cap table
✓ Guided setup and ongoing support
FAIR & PROPORTIONATE EQUITY REWARDS
Design, launch and manage flexible share schemes
Motivate key people (or your whole team) with 'conditional equity', where recipients are rewarded in line with their actual contribution. Customisable agreements and shareholder docs are included, plus regular company valuations from our in-house team. You won’t need to pay an accountant or lawyer to help. Everything is provided as part of the service.
MULTIPLE EQUITY DISTRIBUTION METHODS
Choose the best scheme type for your needs
Enterprise Management Incentives are the most tax-efficient option scheme for employees. Growth Shares are perfect for when you’ve built up some value in your business. Unapproved Options are super flexible and can be used for non-employees. Agile Partnerships were designed for co-founder agreements / prenups. You can issue Ordinary Shares to investors directly via the platform too.
Boost productivity and improve employee happiness
"The platform itself allows you to manage all aspects of share and option management concisely in one place. The automations and integrations save you time. But while the platform is great, it is the team that makes Vestd stand out. From pre-sales to onboarding and the ever-helpful support team - not only do they support on the platform but provide excellent knowledge in this area."
Chief Operating Officer, Findr
Attract, retain and motivate your talent now
To fast-track your scheme simply book a discovery call. We will help you explore tax-efficiency, how to protect existing shareholders, what happens if people leave, and costs. We'll show you the Vestd platform if you're interested, but this is a free equity consultation for you, not a sales pitch.
Book your free, 30 minute discovery call
Frequently asked questions
- How many shares should I give to people?
This is one of the first questions you will face. Three things to figure out:
- How much of my company equity should I set aside for the scheme?
- How many shares should each team member receive?
- How do I manage dilution as new team members join the scheme?
- What is a vesting schedule?
When you award options to employees they don’t become available to them immediately. Instead, the options go through a ‘vesting’ period, and become available over time. No prizes for guessing where our brand name comes from!
- What is a vesting schedule?
- Who is subject to vesting?
- When do options normally vest?
- What should my vesting schedule look like?
- When can my team access their shares?
Real shares are granted immediately, but options are subject to vesting, and that comes in two distinct forms: exit-only or exercisable. We are huge fans of the latter for all sorts of reasons, but most companies choose the former.
- What are exit-based options?
- What are exercisable options?
- What are the key differences between exercisable vs exit-only options?
- Which type is right for me?
- What kind of conditions can I set?
Some schemes can be conditional... and you decide what the conditions are.
Options schemes are usually aligned to time-based vesting over a period of years, but you can also set performance milestones.
EMI option schemes and Agile Partnerships are both perfect vehicles for conditional equity rewards.
- How should I price my shares?
This depends on how you want to distribute equity (e.g real shares, growth shares, or options). There are tax implications for each of these methods.
For EMI options schemes you have a choice to make: you can allow employees to exercise the options at the nominal value, or at an agreed actual market value. The former incurs income tax, whereas there is no tax owed on the latter. Or perhaps the exercise price will be somewhere in between these two values?
This can be a lot to get your head around, so if you want to talk it through then just schedule a no-obligation call with one of our equity experts.
- What happens if someone leaves?
As a business owner you have plenty of protection in the event that an individual leaves or doesn’t deliver, so long as the right conditions are in place.
However, it’s important for the equity to create the desired impact and incentive. That means the recipient also needs to feel that the criteria is fair.