The Official Standard

Read the complete VVC Standard.

A comprehensive 60-page open standard detailing the exact philosophy, methods, and cycles required to successfully design an employee stock options strategy. Moving beyond theory, the standard serves as a practical blueprint for the 6D Framework.

Core Methodologies

What's inside the standard.

Gracias vs. Growth Options

Growth Options are performance-based incentives rewarding future contributions. Gracias Options are recognition-based grants that rectify historical imbalances or fulfill past promises. Your scheme must separate the two.

The IBO Method

Intended Benefit through Options. Instead of random percentages, work backward from a Target Value—the intended financial benefit for an employee at a future exit event.

The MYSMYV Principle

More You Stay More You Value. Implement back-ended vesting schedules (e.g., 10% / 20% / 30% / 40%) that reward longevity and align with the reality that maximum value is created in later years.

The 6D Framework

Master the Six Dimensions: Why, Who, How Many, What Price, What Conditions, and How Often to formulate an airtight strategy.

The 12-Week Roadmap

From contemplation to execution.

Phase 1

Phase I: Foundation (Weeks 1-2)

Identify personal values, define your Non-Financial Vision (NFV), and codify the company culture.

Phase 2

Phase II: Design (Weeks 3-5)

Map team criticality, calculate grants using the IBO method, and finalize pricing and vesting terms.

Phase 3

Phase III: Legal (Weeks 6-9)

Draft explanatory statements, hold shareholder assemblies to adopt the plan, and finalize corporate documentation.

Phase 4

Phase IV: Rollout (Weeks 10-12)

Conduct one-on-one sessions (The 'Founder Talk') and issue the final grant letters to bridge the emotional contract.

Reclaim the meaning of your equity.

FAQ

Frequently asked questions about the VVC Standard

What is the VVC Standard?

A free, approximately 60-page open standard that documents the full philosophy, methods, and implementation cycles for designing an employee stock options strategy anchored in the VVC Ownership Model and the 6D framework.

What key methodologies does the VVC Standard document?

Gracias vs Growth Options, the IBO (Intended Benefit Through Options) method for grant sizing, and the MYSMYV Principle — More You Stay More You Value — which implements back-ended vesting schedules (e.g. 10%, 20%, 30%, 40%) to reward longevity.

What is the MYSMYV Principle?

More You Stay More You Value — a back-loaded vesting philosophy where a larger proportion of options vest in later years (for example 10%, 20%, 30%, 40% over four years). It reflects the reality that more value is typically created in the later stages of a tenure, and rewards people who stay for the long term.

What is the 12-week roadmap in the Standard?

Phase I Foundation (weeks 1–2): identify personal values, define the Non-Financial Vision, codify culture. Phase II Design (weeks 3–5): map team criticality, calculate grants using IBO, finalise pricing and vesting. Phase III Legal (weeks 6–9): draft documents, shareholder approvals, corporate documentation. Phase IV Rollout (weeks 10–12): Founder Talks and final grant letters.

Is the VVC Standard free?

Yes. The PDF is available to download directly from the VVC Standard page at no cost — open-sourcing the methodology so teams and advisors can apply it.

Who should read the VVC Standard?

Founders, CHROs, finance leaders, and external advisors who want a coherent, values-first alternative to template ESOP plans. It is also the pre-reading material for the Just Esops Certification programme.

How does the Standard relate to Atom?

Atom operationalises the Standard — the Sandbox, intent separation, IBO modelling, and documentation engine all reflect the methodology documented in the PDF. The Standard explains the reasoning; Atom is where you execute it.

What should we do after reading the Standard?

Run a contemplative session on your values and Non-Financial Vision, then model scenarios in Atom or contact Just Esops to facilitate design and legal execution across the full 12-week engagement.