Calculate the right option pool size for your next round. Model the option pool shuffle, plan grants by role, and understand the true dilution cost. Free, no signup required.
Total shares held by founders
% of total shares in existing pool
% already issued to employees
Model the options you plan to grant before your next fundraise
Industry Benchmarks (% of fully diluted shares)
Optional — adds option pool shuffle analysis
The pool size your investor is requesting
An employee stock option pool (ESOP) is a block of shares reserved for future grants to employees, advisors, and contractors. These options give recipients the right to purchase shares at a predetermined price (the exercise or strike price) after vesting. Option pools are essential for attracting and retaining talent without paying full market compensation.
The option pool shuffle refers to the VC practice of requiring that a new option pool be created from pre-money shares rather than post-money shares. This means founders absorb the full dilution of the new option pool before the investor's share price is calculated. A 15% option pool requirement effectively increases the founders' dilution by several additional percentage points beyond the stated investor ownership.
At seed stage, most investors expect a 10-15% option pool. At Series A, 15-20% is common. The right size depends on your hiring plan: how many engineers, executives, and sales leaders you plan to hire before your next fundraise. Model your expected grants and always add a buffer — running out of options requires a board vote and causes delay.
The most common vesting schedule is a 4-year vest with a 1-year cliff. Employees receive no shares for the first year (the cliff), then 25% vests all at once, and the remaining 75% vests monthly over the following 3 years. Advisors typically receive 0.25-1% over 2 years with no cliff.
Absolutely. You should negotiate aggressively. VCs often request larger pools than necessary — every extra percent in the pool is pre-money dilution borne entirely by founders. Counter by presenting a specific hiring plan that justifies a smaller pool. A 12% pool with a clear 18-month hiring plan is more defensible than accepting a 20% pool with no plan.