✨Announcement✨ Today, we are excited to share EquityList’s seed round of $2.2M from @AngelListIndia, @unpopular_vc, @joinrepublic, @HustleFundVC, @Riverwalk_VC, Mana Ventures, and prominent angel investors! https://t.co/CF9Q0MmZRr

5/ If you’re scaling your team or planning for 2026 growth, this is the right time to get your equity strategy right:

4/ Our advisory team works closely with founders and finance leaders on: • ESOP pool sizing • Grant and vesting design • Unit modeling • Compliance, reporting, and board approvals • Employee equity education

3/ We bring hands-on expertise to design strategic, compliant equity plans powered by EquityList’s platform insights. Each plan draws on data from hundreds of cap tables and share programs, giving founders a clear view of what works.

2/ We’ve seen how equity often goes underused. It’s treated as a formality when it could be a powerful lever for attracting and retaining talent. We also discovered that traditional advisory models tend to work in isolation. Our advisory service bridges that gap.

1/ We’re thrilled to share a big milestone ✨ Over the past year, more than 50 companies across India and the US have trusted EquityList with equity advisory. Today, we’re expanding that work by officially launching our ESOP Advisory Service.

On TON’s panel today: KASHISH SHARMA (@kashisharma_) | CEO @EquityListHQ is fixing the back-office chaos of cap tables and ESOPs. ANKIT MAHESHWARI (@ankitTwiits) | CTO @innovaccer is building health-data systems that power millions of lives. Catch them live at 4 PM.

9/ Disclaimer: The employee scenarios and calculations in this post are illustrative examples based on publicly available DRHP data. They are not drawn from actual employee records or compensation details.

8/In the lead-up to its IPO, Lenskart also introduced a new ESOP 2025 plan, reinforcing that equity participation is a long-term business strategy. For anyone working in a growth-stage company, if you’re not negotiating ownership, you’re leaving your biggest upside on the table.

7/ That’s the ESOP multiplier effect. Cash stops compounding when it hits your account. But equity keeps compounding as long as the company grows.

6/ In other words, by choosing ownership over cash, Employee A earned 68% more wealth, built entirely through equity appreciation.

5/At the IPO price of ₹402/share, with an assumed exercise cost of ₹22, the gain per share of ₹380 turns those options into ₹91.2L of intrinsic value. When you add salary and equity, Employee A’s total value at the IPO is about ₹1.51 crore, compared to ₹90L for Employee B.

4/ At the time of grant, Lenskart’s internal share value averaged around ₹150. That means Employee A’s ₹36L in ESOPs translates to roughly 24,000 options.

3/ Over six years: a. Employee A earned ₹60L in cash and ₹36L worth of stock options. b. Employee B earned ₹90L in cash, 33% more take-home pay.

2/Here’s a simple six-year comparison between two fictional Lenskart employees: a. Employee A joined on a ₹10LPA salary plus ₹6LPA worth of ESOPs. b. Employee B negotiated ₹15LPA cash, no equity.

1/ Every IPO is a celebration of valuation. Numbers fill the headlines: market cap, issue price, investor demand. But behind those numbers is a quieter story, one about how value reaches the people who helped create it. Lenskart’s DRHP brings that story into focus.

2/ Vesting schedules are built around active service, but most platforms don’t pause for time away. Over time, that gap adds up, leading to audit errors, compliance risks, and confusion for both admins and employees.

1/ What happens to vesting when someone goes on sabbatical? In most companies, it keeps running. Not by choice, but because there’s no simple way to pause it. EquityList’s Pause Vesting feature, fixes that.

See how ESOPs are taxed in comparison to ESPPs

ESOPs help early teams link their rewards to the company’s long-term growth. They work best when liquidity is still a few years away. ESPPs, on the other hand, are more relevant once a company is listed or established, allowing employees to share in its performance in real time.

An ESPP (Employee Stock Purchase Plan) lets employees buy company shares through salary deductions at a discount.