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Startup Life/Opinion/


EUROPEAN TECH COMPANIES SHOULD BE MINTING MORE MILLIONAIRES


EUROPEAN TECH COMPANIES ARE MINTING FEWER MILLIONAIRES THAN THEIR SILICON VALLEY
PEERS. IT'S A SIGN EUROPE'S STOCK OPTION CULTURE NEEDS TO CHANGE.

\Startup Life


WHAT TECH LEADERS GET WRONG WHEN HIRING DEVELOPERS IN CENTRAL AND EASTERN EUROPE

By Sergiu Matei 24 November 2021

Startup Life/Opinion/


EUROPEAN TECH COMPANIES SHOULD BE MINTING MORE MILLIONAIRES


EUROPEAN TECH COMPANIES ARE MINTING FEWER MILLIONAIRES THAN THEIR SILICON VALLEY
PEERS. IT'S A SIGN EUROPE'S STOCK OPTION CULTURE NEEDS TO CHANGE.



By Finn Murphy

Tuesday 23 November 2021

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   Knowledge Tracker

By Finn Murphy

Tuesday 23 November 2021

The boom in technology companies and their valuations over the past 15 years has
created incredible wealth for founders, VCs and LPs. In the US, a large chunk of
that wealth has also gone to the employees. In 2007, it was estimated that over
1,000 Google employees had made more than $5m each from their stock
options. Facebook minted over 1,000 millionaires when the company went public in
2012. 

As European tech companies scale to even bigger and bigger outcomes, are we
seeing the same story play out? Not quite. Klarna, despite a $45bn valuation, is
estimated to have made only 75 employees worth over a million dollars — and it’s
valued barely less than half what Facebook was when it listed. So what gives?

If founders and investors want Europe to emerge as a global hub for technology
talent we must make sure that everyone, particularly the people doing the actual
work get to share in the spoils.




REGULATION PLAYS A ROLE, BUT THE REAL PROBLEM IS CULTURAL

Europe has a strange relationship with employee equity. Workers’ rights and
downside protections as an employee are generally high in comparison to the US.
On the flip side, we’ve never had a culture of employee ownership. 

Many companies and venture firms will point to challenging tax regimes and
bureaucracy being a big inhibitor of encouraging more employee ownership in
Europe. Yes, the fact that many countries tax stock options as income is flawed
because options are often illiquid and their value can collapse. But policy
changes will take time. 

That’s not the real problem in Europe. The problem is cultural. We’re just not
as generous with our equity as they are in the US. Maybe this is because people
didn’t get good grants themselves when they’re an employee so feel no need to
pay it forward when they’re in the founder seat?

> If European companies can be as big as their US counterparts, then why should
> employees get a smaller slice of the outcome?

Or maybe it’s because employees don’t see the value of these options, given
Europe hasn’t yet produced as many tech companies at the scale of their American
peers? They don’t know anyone who’s gotten rich from equity, so they don’t see
it being possible for them.

This calculator from Index Ventures literally has a Europe Setting that dials
down everyone’s grants in line with salary. It also fairly points out that
Europeans are usually less willing to compromise on salary than their American
counterparts. But we shouldn’t just accept that and move on.

If European companies can be as big as their US counterparts, then why should
the employees get a smaller slice of the outcome?




LACK OF KNOWLEDGE AND MISCONCEPTIONS

There are more and more US SaaS companies setting up shop in Europe. All of
their early hires on the ground in Europe will walk away millionaires if the
companies succeed. When these stories spread, who do you think the best
engineers and headhunters are going to want to work for? Your Nordic fintech
offering a few basis points or a Bay Area monster with something meaningful on
the table? European tech companies need to step up. 

One of the biggest challenges to building this culture of ownership in Europe is
the lack of knowledge and the many misconceptions about options and equity
grants.

It’s in everyone’s interest long term to put this knowledge into the ecosystem,
especially founders and boards; if founders spend time sharpening their pitch
for investors, they should also be able to effectively pitch the value of their
equity to employees. On the other hand, talent should be wary of any company
that’s not straightforward about this stuff. 


THE GOOD, THE BAD AND THE UGLY

Stock options should always vest over four years with a one-year cliff — meaning
employees will have access to the full amount of their options after four years,
but will not receive anything if they quit within the first year. This
incentivises people to stay and commit. If a startup is alive and successful in
four years and employees are still there, then trust me, they will have earned
those options.

When it comes to bad behaviour some of the worst is around vested but
unexercised stock — in other words, employees who still haven’t used their
options to actually buy stock. This is why it’s so important for employees to
understand their exercise rights.

> Giving employees part of the upside is key to continuing the flywheel of
> European tech; the operators of today are the founders and angel investors of
> tomorrow

I know multiple cases of boards and founders cancelling all vested but
unexercised shares in merger or acquisition deals. In many other cases, I’ve
seen friends have to leave options on the table because they’re fully vested but
can’t afford to buy all the options and pay the tax bill. 

Technology companies can create huge economic prosperity by making sure that the
wealth they create is shared fairly amongst those who helped build that success.
And giving employees a part of the upside is also key to continuing the flywheel
of success in European tech; the operators of today are the founders and angel
investors of tomorrow, helping seed the next generation of companies. 

If we’re going to compete with Silicon Valley and the US in general then we need
to start acting more like them. And that means founders and VCs need to share
the wealth.

Finn Murphy is partner at Frontline Ventures

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Mike Guerin



This is an incredibly important conversation that needs to be had and I’m
grateful to see you making these points. As you note, beyond just the headline
share grants, it’s worth looking under the hood to understand the conditions of
European ESOPs, which can reflect a fundamental failure to understand the full
ramifications of a healthy equity culture. The interplay between tax incentives,
regulation of noncompetes and ESOP norms might be complex, but there’s never a
shortage of capable advisors when a liquidity event is in the making. The time
is overdue to front load some of that talent for… Read more »

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2 days ago











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