GrayShares helps startups make offers less binary.
Shared startup upside for employee offers.
GrayShares is a shared-upside compensation network for startups. It helps companies hire and retain talent by adding upside from a curated startup network to compensation packages.
A company gives employees normal equity plus GrayShares Bonus Points. Bonus Points vest over time. If approved companies in the GrayShares network have major liquidity events, value can flow through the network and employers can pay employees with vested Bonus Points in cash.
- Founding cohort access is curated and conditional. No public company names are used without approval.
Problem
Startup offers are too binary: salary plus equity in one private company.
Candidates are asked to trade cash certainty for one-company upside. If the company wins, the outcome can be meaningful. If it fails, gets diluted, sells too low, or never exits, years of startup risk can turn into very little.
Founders need a stronger offer story without simply raising salary bands.
Product
GrayShares adds a third line to startup compensation:
salary + company equity + GrayShares Bonus Points
Employees still get the company's normal equity. GrayShares adds potential shared upside from a curated network of startups.
This gives founders a better way to recruit, retain, and reward people taking startup risk.
How It Works
1. Company joins GrayShares
The company adopts GrayShares as a compensation program.
2. Employees receive Bonus Points
The company gives GrayShares Bonus Points to eligible employees.
3. Bonus Points vest
Bonus Points vest over time like a normal compensation benefit.
4. Network companies have major cash-out events
If approved companies in the GrayShares network have major liquidity events, value can flow through the network.
5. Employers pay employees
Each employer can pay its own employees with vested Bonus Points in cash through payroll.
Why Startups Use GrayShares
For founders
A better way to compete for senior talent without only raising salary. GrayShares makes the offer less all-or-nothing.
For CFOs
A structured compensation program with employergranted Bonus Points, vesting records, reporting, and payroll payout support.
For People teams
A clearer offer story for candidates who like startups but worry about one-company equity risk.
Network Quality
Broad platform. Curated network.
Any qualified startup can use the GrayShares platform. Approved companies can participate in the GrayShares network. The best companies can enter GrayShares Select.
That keeps the product scalable without weakening the premium shared-upside basket.
Everyone can use the rails. Not everyone gets the crown jewels.
Founding Select Cohort
GrayShares is forming its first curated cohort of high-quality startups.
The cohort is conditional. It launches only if the legal structure checks out and the final company group meets the quality bar.
Design partners can help shape the product, pressure-test the model, and evaluate whether GrayShares belongs in real startup offers.
- No public logo use without approval.
- No employee rollout before final company approval.
- No obligation until legal, cohort quality, and terms check out.
- Designed for founders, CFOs, and People teams to review together.
Trust Notes / FAQ
Is this pooled stock ownership?
No. Employees do not buy or trade startup shares through GrayShares. A company gives Bonus Points to its own employees as part of compensation.
Are payouts guaranteed?
No. Bonus Points can lead to cash payouts if network events occur and the employee has vested Bonus Points.
Do employees choose investments?
No. GrayShares is designed as an employer-offered compensation benefit, not an employee investment account.
Is the first cohort public?
No. No company name or logo is used publicly without approval.
Contact
Download the Product Brief
A short PDF for founders, CFOs, and People teams explaining what GrayShares is, how Bonus Points work, and what the founding cohort is testing.
Best for forwarding to a cofounder, CFO, counsel, or talent lead.
- or book a 20-minute feedback call.