> That usually comes from founders unwilling to work inside the legal framework to find a solution.
I appreciate your engagement, but this statement feels like it proves my point. In the US, startups have simple, standard, procedures for creating option pools for future employees. I had my own failed startup in the US, and never had to give a thought to how to structure equity compensation.
Same goes here, again ESOPs or RSUs. You do need the correct legal entity. And I don't see any reason why stock based compensation would be the main reason holding European start ups back.
Edit: Thinking of it, you can even do that with GmbH in Germany by handing out equity that is tied to to the employment, at least for directors and the like. Don't ask me about the details, obviously it never came to it in my case.
I appreciate your engagement, but this statement feels like it proves my point. In the US, startups have simple, standard, procedures for creating option pools for future employees. I had my own failed startup in the US, and never had to give a thought to how to structure equity compensation.