Submit a hire. Get a complete, attorney-reviewed package back before your next meeting.
In Slack or via our intake form. We ask what we need — role, state, compensation, equity structure — and nothing else.
An attorney scopes the engagement and approves every document before it leaves our office. AI handles the drafting. We handle the review.
PDF and Word. Plain-English summary. Every document your hire needs to sign, and everything you need to know about what you just issued.
Gusto and Rippling run your HR ops. Neither touches equity compliance, termination obligations, or the legal layer running underneath every person you hire.
The 30-day IRS clock no one mentions
A new hire signs an RSA and has 30 days to file an 83(b) election — or pays ordinary income tax instead of capital gains on shares worth millions. We send the pre-filled form, the instructions, and two reminders before the window closes forever.
The options expiring while no one's watching
When someone leaves with vested ISOs, there are 90 days to exercise before the tax treatment changes permanently — by statute, not by choice. We send that notice the day they leave.
The separation agreement that lets them keep the money and still sue
If a separation agreement waiving age discrimination claims is missing one specific sentence, the departing employee can keep the severance and still bring the claim. Generic templates almost always get this wrong.
The clause that became a $25,000 penalty
An offer letter non-compete for a California hire — under SB 699, attempting to enforce it is a $25,000 civil penalty per violation. Templates don't update when the law does.
The threshold nobody flagged
At 15 employees ADA applies. At 50, FMLA does — written policy, posted notice, trained managers — before the first claim arrives. We tell you before you cross the line, not after.
The ISO grant that quietly became an NSQO
If a grant causes an employee's ISOs to exceed $100k in a single calendar year, the excess converts to NSOQs automatically — changing the tax treatment with no warning. Nobody in your equity platform tells you it's happening.
These aren't edge cases. They happen at every growing startup. The difference is whether someone is watching.
A licensed startup attorney who has personally drafted hundreds of employment and equity documents for VC-backed startups. Not a paralegal. Not AI on its own.
We send a Stripe link after intake, before drafting starts. You know the price before we touch anything.
Via email and Slack — whichever you prefer. Every package includes PDF (for signing) and Word (for your records).
Cap table management, 409A valuations, M&A, litigation, and international employment. We stay in our lane.