By the time you reach Series B or C, you’ve already navigated the challenges of early-stage growth – securing product-market fit, building your team, and attracting investors. Now, the stakes are higher. Scaling at this level requires not just capital, but the ability to retain the talent that got you here.

Early equity grants are beginning to vest, making key employees prime targets for competitors. At the same time, compensation expectations are shifting, and you need a strategy that goes beyond one-time grants to keep your top performers engaged for the long haul and to attract new talent.      

This guide covers how to evolve equity compensation strategies for growing mid-stage startups.

What You'll Learn:

• How to design an equity plan that scales with your business
• The role of stock options, RSAs, and RSUs at different stages
• Performance-linked refresh grants to retain top talent  
• How to know it’s the right time to consider liquidity programs  
• Pre-IPO equity compensation considerations  .