1/When an employee leaves a startup they often have stock options they haven't exercised. Their options grants usually define a post-termination exercise window; a short period of time after leaving the company in which an employee can purchase their vested options.

2/It's not unusual for these windows to be measured in days or weeks. 90 days is the most common term I've seen.

3/It's better for the company and its recruiting to abolish these windows. Option exercise windows that last the full term of the stock options will help you attract and retain employees that are a better fit for the current stage of your business.

4/Your employees earned their vested options. They should get to keep them regardless of their financial situation when they leave your company.

5/The reasoning behind a short exercise window is that options should belong to employees who are contributing to the success of the company. Employees that leave aren't helping any more, why should they benefit from eventual gains in the stock?

6/But not all people are suited to all stages of a company. Some are great at building a functioning business from an idea. They might not be great at the next stage of creating processes to scale the business.

7/Keeping early-stage people around just because they're afraid of losing their options would harm your company. Likewise, optimizing for people that are going to stick around for the long term will keep you from hiring these amazing early stage people.

8/Once someone vests, let them take as long as they want or need in order to exercise.