Employment & Advisory Contracts

Misclassifying employees as contractors can lead to serious tax and legal consequences. Founders need to understand the criteria regulators use to distinguish between the two and ensure compliance from the start.

Interns can offer valuable help, but unpaid internships must meet strict legal tests. Founders need to ensure internship programs are structured legally to avoid employment violations.

A simple employee handbook clarifies workplace policies, reduces liability, and sets cultural expectations. It’s a foundational HR tool that grows with your company.

Advisors can offer tremendous value, but equity grants and role expectations must be clearly defined. A formal agreement protects both parties and aligns long-term incentives.

Your comp strategy affects who you attract, who stays, and how much runway you burn. Getting it wrong can lead to churn, morale issues, or overspending before product–market fit.

AI and automation tools can streamline hiring, onboarding, and HR operations—but may introduce compliance risks around bias, data privacy, and decision transparency.

Employment contracts set expectations, define roles, and protect your IP and confidential information. Even simple contracts should be clear, comprehensive, and legally sound.

Exempt employees are not eligible for overtime; nonexempt employees are. Founders must correctly classify employees under labor laws or face backpay and penalties.

Well-drafted contractor agreements outline scope, deadlines, IP ownership, and payment terms—protecting your startup’s interests and reducing misclassification risk.

A structured onboarding process improves retention, boosts performance, and sets the tone for company culture. Legal onboarding also ensures tax and labor compliance.

Hiring remote and international employees opens talent access but adds legal complexity. From labor laws to tax implications, compliance must be handled country by country.