There’s more to a startup story than just brilliant ideas, visionary founders and record-breaking funding rounds. The ability to attract the very best talents, to motivate them and to keep them at your side often draws the thin line between success and failure.


There are people working hard at your company everyday, building the best possible user experience, making sure every line of code is perfect and your infrastructure holds together. These are the people who truly generate value.


Startup employees belong to a particular species. They are risk-takers. No secret here: if you’re looking for a stable and well-paying job, you’d better look somewhere else and join a traditional less risky company. Those who join a startup make the choice of a intense and demanding job. They are also the ones who make a difference: without them, no risky venture would ever succeed at its goals. High risk, high return: there’s no way around that.


Employee equity schemes have been around for quite some time in countries equipped with a solid startup ecosystem. In the US, in Israel or in Estonia, yesterday’s unicorns employees are tomorrow’s startups founders and CEOs. 


For many reasons, Europe and France are now betting their economic future on startups. But somehow, we Europeans are still stuck in an age of innocence. Whilst easily impressed with a company raising billions in a funding round, we fail to pay enough attention to its capital structure. We should know better: capital structure is the bedrock on which an entrepreneur her/his team can generate long-term value. The lack of adequate employee equity schemes is the last obstacle keeping the European startup ecosystem from entering the age of adulthood. The ball is mostly in our court, but we are out of practice.


Employee equity schemes are a matter of precision. It is not something that can be improvised, especially not in a startup where time is a scarce resource. It is not a simple matter of equity, it is, above all, a matter of pragmatism. Sharing value — through stocks or any other means available — is key to making your employees part of the adventure. It is key to better aligning the interests of every stakeholder within your company. This is how Europe and France will eventually emerge as lands of opportunity for entrepreneurs all around the world.


At Ekwity, that is our strongest belief. A belief we are willing to share with you.


Florent Artaud, CEO & Founder


3 years as chief legal officer and head of public policy
Project manager: share the capital of La Ruche qui dit Oui !

Corporate & M&A UGGC Avocats Shanghai, China


Tech companies

Business law
Employee equity scheme

Venture Capital


Georges Merlin, Head of Finance


6 years experience in Financial services & Asset Management
DWS – Distribution France
iM Global Partner: Portfolio Manager Member of the Société Française des Analystes Financiers


Financial Strategy
Financial Market
Asset Management

Corporate Finance

Financial Analysis, Valuation & Ratings

Felix Letellier-Merida, Head of Marketing


5 years in Operational Development and Marketing in startups.
Design and implementation of CRM Strategies
Launched the UK subsidiary of La Ruche qui dit Oui !


Marketing Strategies
Multichannel Customer Acquisition


Product Development

To share the value with your employees,

please contact our team.

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