If I were a founder who wanted to make sure employees and founders get a better deal, what are my options?<p>Can I accept money from investors only on the condition that they get paid only after employees and founders get paid a minimum amount, like $1M each?<p>The stronger version of idea is to not grant stock &#x2F; stock options to employees (or grant only one share if needed for legal reasons). Instead offer a guarantee that only after they earn some large amount, enough to retire, say $10 million, will any investor receive anything. Employees would never make more than $10 million, but they would maximise the chance of making $10 million. This would make the startup a less risky place for an employee to work, assuming the goal is to maximise the probability of making enough to retire. Then the investors can have whatever liquidation preferences, seniority, ratchets and so on, as they want, and it wouldn&#x27;t matter to either the founders or the employees.<p>I&#x27;m willing to accept a lower valuation (the certainty of a $100 million company is more important to me than a 20% chance of a billion dollar company).<p>Does this make sense? Would you suggest a different approach to reduce risk for founders and employees?