Alternative Equity for Small Home Service Teams
Simple, full-value plan: 8% pool and a lump-sum payout within 60 days of sale.
Core Incentives
MARE Stock
Goals
Compliance
Culture
Efficiency
Engagement
Expansion
Growth
Legacy
Profitability
Retention
Stability
Company Size
11-20 Employees
Industries
Home Services / Trades
Revenue
$500K - $2M
Inspiration
Overview
- Who it’s for: Owner-operator shops ready to build a “forever team” after losing a key operator. You’re quickly growing beyond day-to-day owner control and want to keep early leaders locked in.
- What it does: Creates a full-value phantom stock pool set at 8% of company value
- Why it works: No payments until a sale, then a clean lump-sum within 60 days to keep admin light. Must be employed at sale, which reinforces the “we’re in this together” mindset
Key Features
Core
Type
Full Value
Size
8
% FMV
shares of stock
and cap payment at $
Awards
2%
Lead tech(s): Field leadership & training
3%
General manager(s): Key leadership for operations
3%
Other strategic talent or future hires
Conditions
Vesting
Schedule
Acceleration
No items found.
Milestones
Milestone 1
Milestone 2
Milestone 3
Payments
Triggers
Deferred until a sale (while employed)
Advanced Changes
Forms of Payments
Within 60days
How it works
- Set the pool: Choose Full-Value and set the pool to 8% of FMV. Keep it simple for a small growing team.
- Vesting: Optional—the leaders you're incentivizing may have tenure already. Reward that loyalty.
- Payout timing: Deferred until sale (while employed), then lump sum within 60 days.
Who is this for?
- Smaller shops with 11-20 employees and at least 2 key leaders that need you want to stick around for the long haul
- Owners who plan to sell someday but aren’t sure when, and want a clean, cash-safe path until that event.
- Teams rebuilding after losing a key team member and are focused on hiring the next core leaders.
FAQs
Why full-value instead of appreciation-only?
With a tiny team, full-value feels meaningful and easy to explain. It rewards early leaders for sticking through growth and an eventual sale—without cash out now.
Why the 8% pool?
Start small. The pool can grow over time. This ensures you have at least 5% for 2 key leaders and a few extra points to attract other talent.
What protects the business’s cash?
Payments are deferred until sale and made in one lump sum from deal proceeds, not operating cash.