Hire Top Talent Without Burning Cash.
Download the 2026 Equity Incentive Plan (ESOP) Kit.
Silicon Valley Standard. Rule 701 Compliant. ISO & NSO Ready.
You can’t build a unicorn on salary alone.
To attract the best engineers, sales leaders, and advisors, you need to offer skin in the game. But law firms charge $5,000+ just to draft a standard Stock Option Plan.
Don't let legal fees kill your runway.
The Legal Attorney ESOP Kit gives you the exact same legal framework used by Y-Combinator and Sequoia-backed startups, updated for 2026 regulations. It allows you to issue Incentive Stock Options (ISOs) to employees and Non-Qualified Options (NSOs) to advisors, fully compliant with Delaware Law and SEC Rule 701.
What You Get Inside the Kit:
1. The 2026 Omnibus Equity Incentive Plan (Word)
The "Constitution" of your equity program.
ISO & NSO Support: Automatically handles tax-advantaged options for employees (ISO) and flexible options for contractors (NSO).
Evergreen Provision: Optional clause to automatically refill your option pool every year (so you never run out of shares).
Rule 701 Safety: Drafted to comply with federal securities exemptions for private companies.
2. The Stock Option Agreement & Grant Notice (Word)
The actual contract you sign with the employee.
Vesting Logic: Pre-set for the industry standard "4-Year Vesting with a 1-Year Cliff."
The "Lock-Up" Clause: Prevents employees from dumping their shares immediately after an IPO.
Right of First Refusal (ROFR): Ensures that if an ex-employee wants to sell their stock, the Company has the right to buy it back first.
3. The Founder’s Implementation Guide (PDF)
We don't just dump a legal file on you. We show you how to use it.
Step-by-step instructions on Board Approvals.
How to determine your "Strike Price" (Fair Market Value).
Explanation of the difference between ISOs and NSOs.
Why Early-Stage Founders Use Options (Not RSUs):
1. Tax Advantages for Employees (ISO Status)
Unlike RSUs, which are taxed immediately upon vesting, Incentive Stock Options (ISOs) are often not taxed until the employee actually sells the stock years later. This allows your team to build wealth tax-deferred.
2. Cash Preservation
Options allow you to compensate senior talent with future upside rather than high current salaries. It is the currency of the startup world.
3. Founder Control
Our plan includes "Drag-Along" rights and "Market Stand-Off" provisions. This ensures that even if you have 100 employees with options, YOU remain in control of the company's exit strategy.
Incentivize Your Team Today.
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Frequently Asked Questions
1. What is the difference between this and the RSU Kit?
Stock Options are the right to buy stock later. They are best for early-stage startups (Seed to Series B) because they offer high upside and tax benefits. RSUs are a promise to receive stock for free. They are best for late-stage companies (Series C+) where the stock price is already very high. If you are a new startup, you need this ESOP Kit, not RSUs.
2. Do I need a 409A Valuation?
Yes. Before you sign the grant notice with an employee, you must know the "Fair Market Value" of your stock. You can download this kit and adopt the plan today, but you should get a 409A valuation (from a provider like Carta or Pulley) before issuing the specific grants.
3. Can I use this for Advisors and Contractors?
Yes. This plan supports NSOs (Non-Statutory Stock Options), which are the legal instrument used for non-employees like advisors, board members, and independent contractors.
4. Is this compliant for 2026?
Yes. This document includes modern provisions for Electronic Delivery (for remote teams) and Clawback Policies (required by recent SEC updates).
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