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人才短缺成创企绊脚石!欧洲30名创企CEO联名呼吁政府修正股票期权法规

国际资讯监管与政策

人才短缺成创企绊脚石!欧洲30名创企CEO联名呼吁政府修正股票期权法规

近日,30名欧洲大型科技初创公司的首席执行官们联名签署了一封关于欧洲股票期权的公开信,截至2019年1月7日之前,签署者们欢迎其他科技创企CEO加入进来,届时这封公开信将被发送给相关政策制定者。

30名创企首席执行官认为,硅谷并不是唯一一个正在经历人才短缺的地区。而人才短缺,将会成为“阻碍创企增长的最大绊脚石”。

“在接下来的12个月里,欧洲的初创企业需要雇佣超过10万名员工,”CEO们在信中写道。“我们呼吁立法者立即修正管理员工所有权的法规,这一法规不完整、不一致,甚至具有惩罚性。通过修法,员工将可以利用期权收购自己公司的一部分。”

以下为签署人名单(持续更新中):

Johannes Rick(GetYour Guide)、Alice Zagury(The Family)、Christian Reber(Pitch)、Johannes Schildt(KRY / LIVI)、Peter Mühlmann(Trustpilot)、Ilkka Paanenen(Supercell)、Taavet Hinrikus(TransferWise)、Lucas Carne(Privalia)、Jean-Charles Samuelian(Alan)、Alex Saint(Secret Escapes)、Dr. Tamaz Georgadze(Raisin)、Patrick Collison(Stripe)、Nikolay Storonsky(Revolut)、Samir Desai(Funding Circle)、Markus Villig(Taxify)、Jean-Baptise Rudelle(Criteo)、Nicolas Brusson(BlaBlaCar)、Jacob de Geer(iZettle)、David Okuniev(Typeform)、José Neves(Farfetch)、Felix Van de Maele(Collibra)、Joris Van Der Gucht(Silverfin)、Daniel Dines(UiPath)、Rohan Silva(Second Home)、Niklas ?stberg(Delivery Hero)、Dominik Richter(Hello Fresh)、Dr. Raoul Scherwitzl(NaturalCycles)、Alex Depledge(RESI)、Juan de Antonio(Cabify)。

以下是公开信全文:

致欧洲决策者的公开信——这不是一种选择,欧洲必须吸引更多的人才来创业!

以下信函将于2019年1月7日发送给欧洲决策者。

决策者、企业家和投资者必须共同努力,为欧洲的初创企业带来更多的人才。

我们如此坚持的原因如下,

欧洲科技行业从未如此强大!从伦敦到里斯本,从巴黎到布拉格,欧洲现在正培育出一些世界上最具活力和创造力的公司。并非所有的公司都是刚刚起步的年轻初创公司,许多已经步入高增长阶段,并将在全球市场中取得成功。

生活在硅谷阴影下的日子已经结束,我们不再缺乏雄心和资本。现如今,欧洲宛如一个巨大的发光体,各式各样大胆的新兴商业模式不断涌现。这些创新模式可以推动经济增长,创造就业机会,改善人们的生活。

我们都希望看到这种“好天气”持续下去,但是风暴正在地平线附近聚集。

欧洲可能是世界上最具创业精神的大陆,但培养和推动创业生态系统蓬勃发展的人才却非常紧缺,这将会对我们的增长造成严重阻碍。这就是为什么我们,欧洲领先科技企业的创始人和高管,现在敦促决策者将人才放在他们议程的首位。

在接下来的12个月里,欧洲的初创企业将需要雇佣超过10万名员工。除此之外,尚未诞生的初创企业的大量员工需要将他们的想法付诸实践。实现这一目标将是困难的,但这正是我们所做的事情,我们已经准备好迎接挑战。

我们呼吁立法者立即修正管理员工所有权的法规,这一法规是不完整的、不一致的,甚至具有惩罚性。修正法规可以让员工通过期权收购自己公司的一部分。

这不仅仅是工资以外的额外津贴:普遍来说,股票期权奖励员工冒险加入一家未经考验的年轻企业,并给予公司未来成功时的真正股份。股票期权是初创公司用来招聘所需人才的主要杠杆之一;这些公司根本支付不起大型企业所能提供的更高工资。

但是,目前管理整个欧洲员工所有权的政策往往是过时的,而且效率很低。有些公司遭受的惩罚太重,以致于成为相对硅谷等地区的主要劣势,而我们正在和他们竞争最好的设计师、开发人员和产品经理等。

如果我们不采取行动,我们会看到欧洲最优秀和最聪明的人才流失,导致创造的就业机会减少,增长放缓。这就是为什么我们需要创建对初创公司友好的员工持股计划,以帮助欧洲的科技领域——其增长、创新和就业的最大引擎——在全球劳动力市场上取得成功和繁荣。

如果不消除人才瓶颈,我们就有可能浪费欧洲科技近年来建立起来的优势。也许下一个谷歌、亚马逊或Netflix很可能来自于欧洲,但是要做到这一点,改革员工所有权法规绝对是必须的。

据负责协调这项工作的Index Ventures称,一些国家已经制定了有利于创企的政策,而其他国家则处于落后状态。以下的创企友好型政策数量排名能够为我们提供一个更直观的认知:(括号中数字为具体的政策数量)

第一梯队:爱沙尼亚(30)、以色列(27)、加拿大(27)

第二梯队:英国(25)、葡萄牙(24)、法国(24)、美国(24)

第三梯队:波兰(23)、意大利(22)、瑞典(21)、爱尔兰(20)

第四梯队:澳大利亚(16)、丹麦(15)、荷兰(15)、瑞士(14)、挪威(14)、捷克(14)、芬兰(13)、奥地利(13)、西班牙(11)、德国(10)、比利时(10)

风投公司建议彻底改革一些国家并协调整个欧洲的政策。新法规应该遵循以下六项原则:

  1. 创建一个对尽可能多的初创公司和员工开放的股票期权计划,在监管和税收方面提供优惠待遇。根据英国、爱沙尼亚或法国的现有模型设计一个方案,以避免进一步的碎片化和复杂性。
  2. 允许初创公司发行无投票权的股票期权,以避免必须咨询大量少数股东的负担。
  3. 当员工第一次获得现金福利时,将征税推迟到股票出售时间点。
  4. 允许初创公司根据公认的“公平市场估值”发行股票期权,这可以消除税收的不确定性。
  5. 将资本利得税率应用于员工股票出售。
  6. 降低或取消与股票期权使用相关的企业税。

Thirty European tech CEOs of big startups signed a letter about stock options in Europe. Other tech CEOs can join the group and sign the letter before it is sent to policymakers on January 7.

As you can read in the letter below, these CEOs think Silicon Valley isn’t the only region suffering from talent crunch. It could be a “serious bottleneck to growth.”

“Over the next twelve months, Europe’s startups will need to hire more than 100,000 employees,” the letter says. “Without delay, we call on legislators to fix the patchy, inconsistent and often punitive rules that govern employee ownership—the practice of giving staff options to acquire a slice of the company they’re working for.”

Here’s the current list of signatories:

Johannes Reck (GetYourGuide), Alice Zagury (The Family), Christian Reber (Pitch), Johannes Schildt (KRY / LIVI), Peter Mühlmann (Trustpilot), Ilkka Paanenen (Supercell), Taavet Hinrikus (TransferWise), Lucas Carne (Privalia), Jean-Charles Samuelian (Alan), Alex Saint (Secret Escapes), Dr. Tamaz Georgadze (Raisin), Patrick Collison (Stripe), Nikolay Storonsky (Revolut), Samir Desai (Funding Circle), Markus Villig (Taxify), Jean-Baptise Rudelle (Criteo), Nicolas Brusson (BlaBlaCar), Jacob de Geer (iZettle), David Okuniev (Typeform), José Neves (Farfetch), Felix Van de Maele (Collibra), Joris Van Der Gucht (Silverfin), Daniel Dines (UiPath), Rohan Silva (Second Home), Niklas ?stberg (Delivery Hero), Dominik Richter (Hello Fresh), Dr. Raoul Scherwitzl (NaturalCycles), Alex Depledge (RESI), Juan de Antonio (Cabify).

Here’s the letter:

OPEN LETTER TO EUROPE’S POLICYMAKERS

Not Optional: Europe must attract more talent to startups

This following letter will be sent to Europe’s policymakers on 7 January 2019.

Policymakers, entrepreneurs and investors must work together to bring more talent to Europe’s startups. Here’s why.

The European tech sector has never been stronger. From London to Lisbon, Paris to Prague, Europe is now nurturing some of the world’s most dynamic and creative companies. And not all are fledgling young startups: many are already substantial, high-growth enterprises set to succeed in the global market.

The days of living in Silicon Valley’s shadow are over. We no longer lack ambition and capital. Now, Europe is a shining powerhouse of bold, new business models that drive economic growth, generate jobs and improve people’s lives.

We’d all like to see this fair weather continue, but storm clouds are gathering on the horizon.

Europe could be the world’s most entrepreneurial continent but the limited availability of talent to nurture and fuel its blossoming start-up ecosystem is a serious bottleneck to growth. That’s why we, the founders and executives of Europe’s leading tech businesses, now urge policymakers to put talent at the top of their agenda.

Over the next twelve months, Europe’s startups will need to hire more than 100,000 employees. Add to that the number of employees that start-ups yet to be born will need to get their ideas off the ground. Reaching that goal will be hard, but hard things are what we do and we’re ready to rise to the challenge.

Without delay, we call on legislators to fix the patchy, inconsistent and often punitive rules that govern employee ownership—the practice of giving staff options to acquire a slice of the company they’re working for.

This isn’t just a perk on top of a salary: universally, stock options reward employees for taking the risk of joining a young, unproven business, and give them a real stake in their company’s future success. Stock options are one of the main levers that startups use to recruit the talent they need; these companies simply can’t afford to pay the higher wages of more established businesses.

But policies that currently govern employee ownership across Europe are often archaic and highly ineffective. Some are so punishing that they put our startups at a major disadvantage to their peers in Silicon Valley and elsewhere, with whom we’re competing for the best designers, developers, product managers, and more.

If we fail to take action, we could see a brain drain of Europe’s best and brightest, leading to fewer jobs created and slower growth. That’s why we need to create startup-friendly employee share ownership schemes, to help Europe’s tech sector—its greatest engine of growth, innovation and employment—to succeed and thrive in the global labour market.

If we don’t eliminate the talent bottleneck, we risk squandering the incredible momentum that European tech has built up in recent years. The next Google, Amazon or Netflix could well come from Europe, but for that to happen, reforming the rules of employee ownership is definitely not optional.

According to Index Ventures, the company that is coordinating this effort, some countries already have startup-friendly policies, while others lag behind:

The VC firm recommends overhauling policies in some countries and harmonizing policies across Europe. New rules should follow those six principles:

  1. Create a stock option scheme that is open to as many startups and employees as possible, offering favourable treatment in terms of regulation and taxation. Design a scheme based on existing models in the UK, Estonia or France to avoid further fragmentation and complexity.
  2. Allow startups to issue stock options with non-voting rights, to avoid the burden of having to consult large numbers of minority shareholders.
  3. Defer employee taxation to the point of sale of shares, when employees receive cash benefit for the first time.
  4. Allow startups to issue stock options based on an accepted ‘fair market valuation’, which removes tax uncertainty.
  5. Apply capital gains (or better) tax rates to employee share sales.
  6. Reduce or remove corporate taxes associated with the use of stock options.

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