We help organizations navigate complex financial structures. Recently, we successfully tailored an ESOP for a client, aligning it seamlessly with their team structure and long-term strategic goals.
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Our client is one of India’s fastest-growing chains of restaurants, with a dynamic presence across multiple cities. Known for its innovative menu offerings and exceptional customer experience, the brand has rapidly scaled its operations and attracted a loyal customer base. With ambitious plans for national and international expansion, the company recognizes the importance of nurturing talent and fostering long-term employee engagement.
The client sought our expertise to design an Employee Stock Ownership Plan (ESOP) that would serve as a powerful tool for attracting, retaining, and motivating employees at all levels of the organization, from the top-tier management team to frontline staff. As a fast-paced, high-growth business, they needed a flexible ESOP structure that could adapt to the evolving needs of their diverse workforce while aligning their team with the company’s broader vision of sustainable growth and success.
- Challenges are simply invitations to discover better ways!
The client’s team consisted of a diverse mix of senior executives, mid-level managers, and employees across different departments. The challenge was to design an ESOP that would cater to both senior leaders and employees, each with varying roles, contributions, and expectations.
The company wanted to incentivize long-term growth, but they also needed flexibility in how ownership would evolve over time. There was a need for a structure that was both attractive to current employees and future hires.
Hedge-Square took a holistic approach to understand the client's unique needs and challenges.
We began by conducting in-depth discussions with key stakeholders to understand the composition of their team, their long-term business goals, and how an ESOP could contribute to their success. We mapped out the organization’s structure, identifying key drivers of success within each department and role. We worked with leadership to define both short-term and long-term objectives for the ESOP.
Based on the team structure and business goals, we recommended multiple ESOP options. These included: Broad-based ESOPs for incentivizing mid-level and junior employees, aligning their goals with the company’s success. Performance-based ESOPs for senior management, linking equity awards to specific milestones such as revenue growth, profitability, or team-building targets.
We advised on structuring a vesting schedule that would align employee interests with company growth, and also considered exit strategies for those leaving the organization.
HSQ's comprehensive approach delivered measurable results
Employees, from senior leaders to junior staff, felt more invested in the company’s future, leading to increased motivation and retention.
01The ESOP was structured in a way that supported the company’s expansion and helped secure top-tier talent for future growth.
02The client now has an adaptable ESOP that can evolve as the business grows and their goals shift.
03By deeply understanding the client’s team structure and long-term goals, Hedge-Square was able to provide expert advisory on a range of ESOP options. The result was a well-structured plan that not only motivated the workforce but also aligned ownership interests with company growth—ultimately setting the stage for continued success.