Can we grant RSUs at seed stage?

Legally yes, practically no. RSUs create immediate tax liability at vesting even with no liquidity — employees would owe cash tax on illiquid stock. Options with early-exercise/83(b) is the better structure for early-stage employees.

Do RSUs qualify for QSBS?

The underlying shares can qualify if held 5+ years from vesting and the company meets Section 1202 requirements. Options qualify from exercise date; RSUs qualify from vesting date. Track dates carefully.

Are double-trigger RSUs standard?

Yes at late-stage. Double-trigger RSUs vest only on both time-based service AND a liquidity event (IPO or acquisition). Prevents employees from owing tax on illiquid shares before there's a way to sell.

RSUs vs. Stock Options: Tax, Timing, Dilution Compared

RSUs and stock options both grant equity, but the mechanics, tax treatment, and best-fit stages differ. Here's when to use each.

RSUs vs. Stock Options: Which to Grant and When

Stock options dominate early-stage equity compensation. RSUs dominate late-stage and public company compensation. The crossover typically happens between Series C and IPO. Understanding when to switch and why matters — using the wrong instrument can cost employees millions in unnecessary taxes.

Stock options: the early-stage default

Employees receive the right to buy shares at a fixed strike price. Value comes from stock appreciation above strike. Tax deferred until exercise (ISOs) or exercise + sale (NSOs). Best when: 409A is low, company is early-stage, employees have cash to exercise. Works from incorporation through Series C.

RSUs: the late-stage default

Employees receive shares outright when they vest — no exercise price, no exercise decision. Full value taxed as ordinary income at vesting. Best when: 409A is high (options prohibitively expensive to exercise), company is near-IPO, employees can't or won't front cash for exercise. Standard at Series D+ and public companies.

The crossover point

Typically at Series C or D, when 409A crosses $5-10/share and option exercise costs become material for average employees. Also triggered by: IPO planning (RSUs simpler for public reporting), acquisition preparation, or when secondary market pricing makes options prohibitively expensive.

Founder considerations

Switching from options to RSUs mid-stage is common but requires: board approval, employee communication (RSUs remove upside optionality but eliminate exercise burden), and updated equity plan. Some companies offer both (RSUs for cash-constrained employees, options for others).

Frequently asked questions

Can we grant RSUs at seed stage?: Legally yes, practically no. RSUs create immediate tax liability at vesting even with no liquidity — employees would owe cash tax on illiquid stock. Options with early-exercise/83(b) is the better structure for early-stage employees.
Do RSUs qualify for QSBS?: The underlying shares can qualify if held 5+ years from vesting and the company meets Section 1202 requirements. Options qualify from exercise date; RSUs qualify from vesting date. Track dates carefully.
Are double-trigger RSUs standard?: Yes at late-stage. Double-trigger RSUs vest only on both time-based service AND a liquidity event (IPO or acquisition). Prevents employees from owing tax on illiquid shares before there's a way to sell.