David Walsh

No, you know what?

I came up with the idea.

I got it off the ground and I got the initial kind of customer traction and then was pretty deliberate in trying to find a CTO and a technical co-founder who had the experience to build the infrastructure that we were looking for.

So because of that, you know, we actually went with 60-40.

And then the 10% difference is actually for the option pool for early stage employees.

I'm a big believer in getting the early team quite a significant amount of equity if they're a really good value add and then obviously on a four-year best.

Yeah, that's how we structured it today.

Yeah.

Yeah.

Well, actually it's six, sorry, 50 for me, 40.

Oh.

Yeah, 40 and then 10 for the option pool.

I would say one additional component to that, I have just over a two-year-old son at home and child care and a high rent.

So when you're making these risks and decisions as an entrepreneur, and this is my third time around, you really have to sit down and start to think about family planning.

And it became a little bit more complicated this time with a kid.

So kind of wanted to get to revenue and wanted to get to investment as quickly as we could because, look, my job is to build and scale the company.

I did put in...

a bit of cash it wasn't 5k it was a bit good bit more than that but it wasn't up to 500k um and let's see that was just to hire the early stage engineers and promise them kind of uh that if we get to revenue we'll we'll increase their their shares or their uh their comp package

And I would say lastly on that piece, you kind of want those engineers that are early stage that want to go and build something at the very beginning and believe in your vision, but it's kind of a two-sided, you know, two sides to the coin, right?

So yeah, we were lucky that we found really great engineers that were willing to get on board and believed in what we could do.