The Share Schemes Handbook:

Frequently asked questions

• Why offer a share scheme if we already pay commission?

  Because commission only motivates in the short term. Share schemes give consultants a real stake in the business, encouraging long-term loyalty and alignment with the agency’s growth.

• What type of share scheme works best for recruitment agencies?

  Many recruitment agencies lean towards EMI schemes for UK-based employees (because they’re highly tax-efficient), alongside growth shares for senior hires or non-employees who play a strategic role.

• How much equity should I give my consultants?

  It really depends on seniority, timing, and contribution! Most companies set aside 5–20% of total equity for staff, with higher allocations for early hires and top performers. Work out what's right for your business with this handy calculator.

• How do I stop someone from leaving with a big chunk of equity?

  You can design conditional schemes with vesting schedules, cliffs, and good/bad leaver clauses. These help protect your agency by ensuring only those who stick around (and deliver real value) benefit.

• Aren't share schemes complicated to set up?

  It can be if you try to do it manually with spreadsheets. And costly too, if you're roping in accountants and lawyers at various points. But Vestd streamlines the whole process, and at a fraction of the cost. See it in action.