> Except for one situation... And the other situations. If the rest of the founding team think you're holding too much; it may well demotivate them or cause t

> Except for one situation... And the other situations. If the rest of the founding team think you're holding too much; it may well demotivate them or cause them to leave entirely, damaging growth and ultimately your chances of success. If incoming investors think an early investor or departed team member is holding too much equity they may be reluctant to come on board unless that situation is rectified. Thinking about you as an early employee with 16/48 months of vesting, 10% is about right assuming you hit full "good leaver" provisions... but that's a huge proportion of the business to be walking out of the door. I understand your co-founders' frustration. They now need to use the remaining 23% equity to replace you rapidly without losing critical early momentum. Even aside from no longer actively contributing that distraction will reduce the chance of the business succeeding. Considering the gambles taken by all parties I don't think there's a right answer here. I guess I'm curious what you think the actual value of the equity is if you're willing to leave so early.