Who is our offer for?
Suitable for:
✅ Startups with growth potential
✅ Startups & SMEs with key personnel in the team
✅ Startups & SMEs with salaries below the market standard
Unsuitable for:
❌ Companies without a scaling strategy
❌ Companies that pay market-appropriate wages
Share Plan
Main features
Ownership - Employees instantly become shareholders and thus receive the associated shareholder rights (e.g., voting rights).
Buyback rights - Employee shares are often combined with buyback rights by the company, should employees leave the company early.
Tax consideration - The taxation of shareholdings is structured differently - possibly more favorably - than the taxation of stock options and phantom shares.
Stock Option Plan (ESOP)
Main features
Option rights - Employees receive options to purchase shares, becoming shareholders only at a later time.
Vesting - Options generally have to be "earned" over a period of three to four years (so-called time-based vesting).
Voluntary Exercise - Employees can freely decide whether to exercise their options and purchase shares at the exercise price. They will usually exercise this right when the exercise price is below the market price of the holdings.
phantom share plan (PSOP)
Main features
No shareholder status - Phantom shares entitle participation in the financial success of the company. In contrast, there is no right to shareholder status.
Cash withdrawal - At the time of exercise, employees receive a payout that corresponds to their phantom share ratio. The taxation is comparable to that of a bonus payout.
Simple administration - PSOPs are easier to manage as no stock transfers take place.
