By now, the meeting has long passed the end of work. Pen & Fun & Pavilion www.biquge.info Chen Wenhao saw that everyone was almost done, so he called a halftime timeout, and everyone solved the problem of hunger first.

Fang Yuxin hurriedly greeted the administrative staff who stayed behind to work overtime, and sent the ordered lunch box to the conference room, which was stored in an incubator at a suitable temperature and just at the entrance. For these details, Fang Yuxin has always done a reassuring and intimate job, which is also a work specialty.

Although it is a work box lunch, it is prepared for senior executives, and the staff in charge will naturally not slack off, and the dishes and tastes are excellent. However, most of the participants were not thinking about this diet at the moment, and they quickly finished the meal in three or two bites, waiting for Chen Wenhao's next step.

However, Xu Huifang, the financial director, is older, and pays more attention to the details of health preservation, chews enough to eat, and will discuss two sentences of lunch dishes with Chen Wenhao.

Even so, after only ten minutes, the tables in the conference room had been cleaned up. Seeing this, Chen Wenhao no longer hid it, and distributed the long-conceived option incentive plan to everyone present.

Chen Wenhao has been in the IT industry for many years, and has personally experienced the stage of option incentives for start-up companies. It's just that I didn't expect that one day, I would also lead such an option incentive plan.

In the option incentive plan given, the options used to motivate employees mainly come from the equity of the company, mainly considering that the company has formal investments from Facebook, Tencent, Accel, and Greylock, and the equity value is easy to calculate and easier to be accepted by employees.

Chen Wenhao plans to take out 5% of his 55% equity in Kamodo and invest it in the company's incentive option pool. Even according to the valuation of 27 billion US dollars at the time of the original Wufang investment, the total value of this part of the options exceeded 1.35 billion US dollars (about 9.18 billion yuan), in fact, according to the current development trend, the valuation of Kamodo has already exceeded the original.

Generally speaking, the option pool of Internet start-ups is between 10 and 30%, and 15% is the middle value. Chen Wenhao took out 5%, which seems to be far less than the industry level, but looking at home and abroad, how many companies can achieve such a large scale of the company's total market value before they are listed? Even this 5% option value exceeds the total market value of many Internet rookie companies.

In addition, under the premise that the market is optimistic, Internet start-ups will generally consider going public after three to four rounds of venture capital investment. At different stages of capital entry, the options for entering the company's executives and core employees are also different.

The special feature of Kamodo is that it has actually only experienced a round of capital betting, and has embarked on the development path of stable profits, if it is not for the major securities markets, there are requirements for the profitability of enterprises, and the Kamodo company, which has only been established for a few months, has not been able to meet this hard indicator, and the major investment banks and brokerages have long taken the initiative to pounce on it, wanting to win the big business of Carmodo auxiliary listing.

Therefore, the option distribution ratio set by Chen Wenhao is also set according to the standard close to the IPO stage: for senior managers at or above the director level, depending on the position, 0.5%-2% of the options are obtained from the option pool, which is the first echelon; Middle managers and core employees can also get options with different amounts, which is the second echelon; Finally, other employees, as the third echelon, can also obtain partial number options of inclusive nature as long as they reach a certain number of years of service or performance indicators.

Chen Wenhao waited for a while, and saw that several people present had almost digested the key contents of the plan, and continued to explain the key points of the plan.

"Option incentives or equity grants are not about sitting in a row and sharing the fruits, not that I give out the equity, and everyone takes the opportunity to make a fortune, and that's it. The point is that through this process, everyone can identify with the company, be willing to take the company's affairs as their own, and really care. In the following implementation process, I hope that all of you will first build this awareness and communicate it to your own team. ”

"In addition, my opinion is that the option grantor must pay money, and the mentality of having paid money and not paying money will be very different, and things that have not been paid are generally not cherished. Of course, the company is actually not short of funds, and the reason why employees are asked to pay money is also to test whether employees are optimistic about the company's future. ”

"The logic of giving employees access to options is: pay a small amount of money for themselves, plus long-term participation in entrepreneurship to earn equity. As a result, the price at which an employee buys an option will be well below the market valuation. My plan is for Tier 2 and Tier 3 employees with a purchase price of 5% of the market valuation. ”

"The total value of options available to the first tier is relatively high, and considering the importance and stability of the first tier, the purchase price is planned to be set at 1% of the market valuation, but there will be some relevant provisions on the length of service and confidentiality agreements."

"Equity incentives are entirely voluntary, and employees with option shares can purchase any share of options at a low price within their own shares, or they can give up the purchase, but they are not allowed to transfer them to a third party."

"That's the focus of this plan, and the specific details are in the report, so you can read it yourself. If you have any opinions, you can put them forward and improve the plan as much as possible. ”

At the end of Chen Wenhao's explanation, the conference room suddenly fell silent, and the others present were still digesting the shock brought by the plan. They are all members of the first echelon, and if this plan can be implemented, even if the minimum 0.5% option grant ratio is calculated, with the value of the option pool of nearly 10 billion yuan, the market valuation will be close to 50 million yuan.

After a short period of cold field, the old Jiang factory director, who has always been outspoken, spoke first, "Mr. Chen, I don't understand the Internet at all, I still have shares in the refinery, and now the products of the refinery are fully covered by the company, and the income of one month is worth a year of busy before, I don't want this option, I deserve it." ”

Chen Wenhao couldn't laugh or cry, it is really not easy to meet such a kind collaborator, there are old-fashioned principles and persistence, and they are also very good at managing production, the new titanium alloy produced by the refinery has formed a scale of output in just one month, according to the current scale and purchase price, the annual turnover of 300 million is not a problem at all.

However, when the old Jiang factory director said this, several other participants were embarrassed to speak. However, Chen Wenhao took the initiative to implement equity incentives, which was to lay the foundation for the next step of the layout, and naturally it would not be withdrawn. After explaining the role and significance of options to the old Jiang factory director, although the old Jiang factory director still muttered a little, he was also convinced.

In the next few hours, the incentive plan was gradually refined, from the conditions for granting employees options, the price and steps for employees to exercise their rights, and the requirements and restrictions for option realization.

The lights in the conference room were on until the early hours of the morning, and the final draft of the incentive plan was finalized after everyone discussed. Chen Wenhao resisted the urge to stretch his waist and looked around the venue, which was related to the incentive and distribution of tens of billions of yuan of equity, and everyone was in high spirits. However, after a long time of high-intensity mental work, my face is a little tired that I can't hide.

"You've worked so hard, so let's stop here today. After the final plan is sorted out, it needs to be reported to other shareholders, but there will be no problems. ”

This plan also needs to be seen by several other shareholders of Kamodo, but option incentives are very common means, these are due meanings, and the equity used for distribution is from Chen Wenhao, so naturally there will be no problems.

Finalized a major event in the company's development process, Chen Wenhao is also very satisfied. Next, there is still a lot to do, in order to achieve the goal of using technology to change life in his heart, it may be very hard or thrilling, but it is worth it. If people don't have some ideals and persistence, what is the difference between them and salted fish.

However, he immediately had something more pressing to deal with.

The message of the small card is automatically displayed on the retina: the manufacturing of the lunar vehicle is almost complete!