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We want the people who build Nexma to own a meaningful piece of what they build. This is not generosity. It is alignment — the recognition that ownership produces a quality of commitment that salary alone never can.

Why equity matters here

We are building a platform that could become the operating system for physical infrastructure worldwide. The addressable market is measured in trillions of dollars. If we execute on this vision, the equity will reflect that scale. Early employees are not merely joining a company. They are co-founding a category. And the terms we offer reflect that reality — not as a recruiting tactic, but as a statement of what we believe about shared ownership and shared consequence.

How it works

Option grants follow a four-year vesting schedule with a one-year cliff. We do not deviate from this structure because it is fair and well-understood. Options are priced at the current 409A valuation, which means the earlier you join, the lower the strike price, and the more upside you capture. We allocate a meaningful percentage of the option pool to early hires — not token amounts designed to appear generous in a term sheet, but real ownership that reflects the genuine risk of joining a company at this stage.

Extended exercise window

If you leave the company after your options have vested, you should not be forced to exercise within ninety days or forfeit everything you earned. We offer extended exercise windows because punishing departure is a practice unworthy of serious organizations. Good terms attract confident people. And confident people are precisely who we want.

Alignment, not handcuffs

Equity should make you feel like an owner, not a hostage. We structure our terms so that remaining at Nexma is a choice driven by conviction and purpose, not by financial traps that penalize departure. The most effective retention mechanism is not a vesting schedule. It is building something that people do not want to leave.