Compensation and Incentives
Organizational Plan
March 26, 2026
Documents compensation packages for 8 key roles across base salary, bonuses, equity, and hiring timeline with pre-revenue and post-Series A benchmarks
5
Active Roles
3
Planned Hires
$258–306K
Pre-Rev Payroll / yr
4yr / 1yr
Vesting / Cliff
Base Salary: Pre-Revenue vs Post-Series A
CEO / Founder
Active
100%
Founder
CTO
Active
3–8%
Equity
Head of Energy
Active
1.5–3%
Equity
Head of Sales
Active
1–2.5%
Equity
Head of Innovations
Active
1–2%
Equity
CFO
Planned 2027–28
0.5–1.5%
Equity
Production Manager
Planned 2028
.25–.75%
Equity
HR Director
Planned 2029+
0.1–0.5%
Equity
Post-Series A Bonus Targets (% of Base)
CEO
30%
Milestone-linked
CTO
25%
Platform / Uptime
CFO
25%
Financial KPIs
Head of Energy
20%
PUE / Uptime
Head of Sales
20%
+ 3–5% TCV Commission
Innovations
20%
Infra KPIs
Equity Allocation (Employee Pool)
CTO — 3–8% (highest non-founder)
Head of Energy — 1.5–3%
Head of Sales — 1–2.5%
Head of Innovations — 1–2%
Future hires — CFO 0.5–1.5% · Prod 0.25–0.75% · HR 0.1–0.5%
Hiring Timeline
2024 — Founded
CEO / Founder
100% equity · $60K base
2024–2025 — Pre-Seed
CTO · Head of Energy · Head of Sales · Head of Innovations
Core team of 4 · Equity grants 1–8% · Base $42–72K
Q3 2027 — Series A ($45M)
CFO
Post-raise hire · $96–132K · 0.5–1.5% equity
2028 — Facility Build-Out
Production Manager
On-site ops · Georgian hire · $36–48K · 0.25–0.75%
2029+ — Post-Commercial Launch
HR Director
Headcount >15 trigger · $42–60K · 0.1–0.5%
All figures [Assumption] based on Kruze Consulting 2025 seed/Series A benchmarks adjusted for Georgian cost base (~40–50% of US rates). Standard 4-year vesting with 1-year cliff across all equity grants. No cash bonuses apply during pre-revenue phase. Head of Sales compensation shifts to commission-dominant structure post-Series A (3–5% TCV + 1.5× accelerator above quota). Founder salary intentionally below market to signal commitment to investors.
