公司股权的持有人，主要包括合伙人团队（创始人与联合创始人）、员工与外部顾问（期权池）与投资方。其中，合伙人是公司大的贡献者与股权持有者。下面就来讲讲哪些不能当成合伙人的相关内容。

The holders of the company's equity mainly include the partner team (founder and co-founder), employees and external consultants (option pool) and investors. Among them, the partners are the major contributors and equity holders of the company. Let's talk about what can not be regarded as a partner.

既有创业能力，又有创业心态，有3-5年全职投入预期的人，是公司的合伙人。这里主要要说明的是合伙人是在公司未来一个相当长的时间内能全职投入预期的人，因为创业公司的价值是经过公司所有合伙人一起努力一个相当长的时间后才能实现。因此对于中途退出的联合创始人，在从公司退出后，不应该继续成为公司合伙人以及享有公司发展的预期价值。

Those who have entrepreneurial ability and entrepreneurial mentality, and have 3-5 years of full-time investment expectation are partners of the company. What we want to explain here is that the partners are the people who can fully invest in the expectation for a long time in the future, because the value of the start-up company can only be realized after all the partners of the company work together for a long time. Therefore, the co-founder who quits halfway should not continue to be a partner of the company and enjoy the expected value of the company's development after quitting from the company.

股权合伙设计公司认为合伙人之间是长期、强关系的深度绑定。那么哪些人不应该成为公司的合伙人？

The equity partnership design company believes that the partners are deeply bound by a long-term and strong relationship. So who shouldn't be a partner in the company?

很多创业者在创业早期，可能需要借助很多资源为公司的发展起步，这个时候容易给早期的资源承诺者许诺过多股权，把资源承诺者变成公司合伙人。

Many entrepreneurs may need to use a lot of resources to start the development of the company in the early stage of entrepreneurship. At this time, it is easy to promise too much equity to the early resource commitment, and turn the resource commitment into a partner of the company.

创业公司的价值需要整个创业团队长期投入时间和精力去实现，因此对于只是承诺投入资源，但不全职参与创业的人，建议优先考虑项目提成，谈利益合作，而不是股权绑定。

The value of the startup company requires the entire startup team to invest time and energy for a long time to realize. Therefore, for those who only promise to invest resources but do not participate in the startup full-time, it is recommended to give priority to the project commission and discuss interest cooperation rather than equity binding.

对于技术NB、但不全职参与创业的兼职人员，好按照公司外部顾问标准发放少量股权。如果一个人不全职投入公司的工作就不能算是创始人。任何边干着他们其它的全职工作边帮公司干活的人只能拿工资或者工资“欠条”，但是不要给股份。

For the part-time personnel who have technical NB but do not participate in Entrepreneurship full-time, it is better to issue a small amount of equity according to the standard of external consultants of the company. If a person does not work full-time in the company, he is not a founder. Anyone who works for the company while doing other full-time jobs can only get wages or "ious" for wages, but do not give shares.

如果这个“创始人”一直干着某份全职工作直到公司拿到风投，然后辞工全职过来公司干活，他（们）和一批员工相比好不了多少，毕竟他们并没有冒其他创始人一样的风险。

If the "founder" keeps working full-time until the company gets venture capital, and then quits his job to work full-time in the company, he / she is not much better than a group of employees. After all, they do not take the same risks as other founders.

创业投资的逻辑是：1)投资人投大钱，占小股，用真金白银买股权；2)创业合伙人投小钱，占大股，通过长期全职服务公司赚取股权。简言之，投资人只出钱，不出力。创始人既出钱（少量钱），又出力。因此，天使投资人股票购股价格应当比合伙人高，不应当按照合伙人标准低价获取股权。

The logic of venture capital is: 1) investors invest big money, occupy small shares, and buy equity with real money and silver; 2) Venture partners invest a small amount of money, occupy large shares, and earn equity through long-term full-time service companies. In short, investors only pay, not contribute. The founder not only paid (a small amount of money), but also contributed. Therefore, the share purchase price of angel investors should be higher than that of partners, and they should not obtain equity at a low price according to the standards of partners.

这种状况容易出现在组建团队开始创业时，创始团队和投资人根据出资比例分配股权，投资人不全职参与创业或只投入部分资源，但却占据团队过多股权。

This situation is easy to occur when a team is formed to start a business. The founding team and the investors allocate equity according to the proportion of capital contribution. The investors do not participate in the business full-time or only invest some resources, but occupy too much equity in the team.

给早期普通员工发放股权，一方面，公司股权激励成本很高。另一方面，激励效果很有限。在公司早期，给单个员工发5%的股权，对员工很可能都起不到激励效果，甚至认为公司是在忽悠、画大饼，起到负面激励。

On the one hand, the cost of equity incentive is very high. On the other hand, the incentive effect is very limited. In the early days of the company, giving a 5% equity to a single employee may not have an incentive effect on employees, and even think that the company is fooling and drawing big cakes, which has a negative incentive effect.

但是，如果股权合伙设计公司在中后期（比如，B轮融资后）给员工发放激励股权，很可能5%股权解决500人的激励问题，且激励效果特好。

However, if the equity partnership design company grants incentive equity to employees in the middle and later stages (for example, after the round B financing), it is likely that 5% equity will solve the incentive problem of 500 people, and the incentive effect is particularly good.

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