For companies
Make your option pool go further.
Commit less equity to compensation. Keep more available for hiring, retention and growth. Your company pays program fees and makes capped contributions after qualifying success.
A company compensation program
Upside Beyond One Company
Keep more of your company Give your team more upside
Offer your team a mix of equity and CrossComp, a cash award backed by the success of participating startups.
Your company offers the program. Your people choose their package.
Keep your salary. Choose your mix of upside.
- SalaryRetained
- Company equityAn agreed portion retained
- OR
- CrossCompCash upside beyond your company
For employees
More chances at a payday.
Keep your salary and an agreed portion of company equity. Add a cash award tied to the success of other participating startups.
A different trade
Commit less equity. Know your full commitment.
Your option pool has to support your next hire, your current team and your company’s growth.
CrossComp gives you another compensation choice to offer: less company equity, plus cash upside across participating startups.
Compare the equity you could conserve with the program’s fees and capped future contributions.
| The package | Conventional | With CrossComp |
|---|---|---|
| Salary | Retained | Retained |
| Company equity | Conventional grant | Agreed portion retained |
| Other startup upside | None from this package | Conditional network cash award |
| Company commitment | Equity dilution | Less equity dilution, capped contributions and program fees |
| Employee decision | Keep the conventional package | Choose the approved alternative |
Actual offers depend on the agreed terms. Company contribution caps and employee award limits are separate. Conserving equity does not automatically save cash today.
How CrossComp works
Your company can fail. CrossComp can still pay.
CrossComp is a cash award tied to the success of other participating startups, offered through your employer. Here is where the cash comes from.
01 · Company success
Success creates contributions.
Participating companies pay a capped amount after qualifying success, under their contribution agreements.
02 · Eligible collections
Collected cash supports awards.
Eligible cash collected from successful companies supports employee awards across the network.
03 · Employee payments
Upside reaches beyond one employer.
An eligible award can pay even if the employee’s own company does not exit or succeed.
A separate Network Payor issues and owes the awards under their terms. Employees do not own the participating companies through CrossComp. Company commitments and employee award rights are separate.
Cash payouts along the way.
An eligible award can pay before your own company exits. Payments follow the award’s schedule and depend on eligible cash actually collected. Further payouts are possible as more eligible cash comes into the network.
Vesting and payment terms apply. Some payment periods may pay nothing. Awards can pay zero.
One company program
You approve the program. Your people choose. We manage the details.
- 01
Compare the packages.
We compare the equity you could conserve, your proposed employee awards, program fees and capped future contributions.
- 02
Offer the choice.
You approve eligibility and limits. We explain the individual packages so employees can decide what works for them.
- 03
Launch and manage.
Once approvals, employee choices, participation requirements and final documents are complete, we coordinate administration and payments.
Start with a group. Grow with your company.
Add annual refreshes, new hires and more participants within approved limits. Review the full cost before approving an expansion.
New compensation
Make the next grant go further.
Include CrossComp in new-hire offers, retention packages and annual refreshes: salary, retained company equity and a network cash award.
Eligible existing awards
Put returned equity back to work.
Offer voluntary exchanges of eligible grants already issued. The terms determine what the employee exchanges, what the company recovers and what replaces it.
The option pool is replenished only when equity actually returns to the available pool under the plan. Exchange availability depends on the instrument and approved terms.
Before you grant more equity
See what CrossComp could do for your team.
Compare the equity you could conserve, what your company commits and what your employees receive.
Employee? Introduce CrossComp to your company.The details
A clear choice starts with clear terms.
What does an employee keep and exchange?
Salary stays in place. The employee retains an agreed portion of their home-company equity and replaces an agreed portion of equity compensation with a CrossComp award. Participation is voluntary; the employee can keep the conventional package instead. Existing grants can be exchanged only when eligible and under approved terms.
What does the company pay?
The company pays program fees and commits to capped future contributions under its agreement. Compare those costs with the value of the equity conserved. Fees, contribution limits, payment conditions and employee award limits must be evaluated together.
Who owes the employee award?
A separate Network Payor issues and owes the award under its terms. CrossComp administers the program. The employer’s contribution agreement and the employee’s award agreement are separate.
When can an award pay?
Payment depends on vesting, the award’s payment schedule and eligible cash actually collected. An award may pay before the employee’s own company exits, but joining does not create an immediate payment. Some periods may pay nothing, and an award can pay zero.
What if an employee leaves or their company fails?
Vested rights continue under the award’s agreed terms; leaving employment does not itself create a payment. Unvested amounts follow the specified departure and vesting rules. The home company’s failure does not by itself determine a network award’s outcome.
How does the program expand?
Your company can approve additional participants and annual awards within its program limits. New offers follow the applicable terms and quote. Existing awards remain governed by their agreements; updated forecasts do not change issued rights.
Interested in the employee choice?
Bring the comparison to your company.
Ask your founder, CFO or people team to evaluate CrossComp as a company compensation program. Your employer approves the program; you decide whether an individual offer works for you.