Granting number of shares instead of percentages gaurantees that employees will get screwed by dilution. Vesting shares over 4 years means most employees won't get much, since employees often last only one or two years. Options mean most employees lose their equity before a liquidity event, or otherwise pay thousands of dollars for a lottery ticket. In general, employee equity is a joke.

Here's a "Good Way":

- Lock-in percentages instead of number of shares. Real dilution protection - not handwavy vague reassurances.

- Vest shares over quarters not years.

- ISOs that convert to NSOs after employee leaves OR RSU's with the company paying the tax bill.

- Termination protection

Anything less is scraps of a lottery ticket.