>, percent ownership of fully-diluted shares is the key metric. We are talking about different things. I was talking about "dilution" as a verb/action that de

>, percent ownership of fully-diluted shares is the key metric. We are talking about different things. I was talking about "dilution" as a verb/action that describes a _change_ from a starting % of ownership to a lesser % of ownership. The post I responded to was talking about dilution events. Employees cannot realistically make calculated strategies around dilution _events_ because they are not on the board-of-directors and can't veto the founders to not accept additional round of funding. In any case, whether the employee's shares experience 1, 3, or 4 dilution events is not something people typically care about. What they want to really know is if they get wealthier. On the other hand, if an employee is offered a # of shares as an incentive to accept a job, then yes, it's good to know if that means 0.10% or 0.05% ownership. It's smart to know if an employee is getting typical equity percentages in the industry that's commensurate with the role and timeline of the startup. (Some examples.[1]) However, that's a metric at a particular point in time and it's not a "dilution event" from the perspective of the employee. [1] https://www.holloway.com/g/equity-compensation#_there_are_no_hard_and https://www.holloway.com/g/equity-compensation#_there_are_no...