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A2A: Hmmmm… I don’t think we have any “dirty little secrets”. Or if we do, nobody told me about them.If you are admitted to our PhD program, we really want you to join us. And if you come, we really want you to do a great thesis and go on to fame and glory. Your success is our success.Funding is a constant problem, but not dirty and not a secret. Finding enough stable funding for the students we want to take is very difficult, even for faculty working in “hot” areas like AI.Most faculty are pretty responsible and only take on new PhD students if we have a pretty good idea of how we are going to fund them. But we are at the mercy of fickle funding agencies and unpredictable grants for this, so sometimes the anticipated funding isn’t there. A lot of industrial grants are awarded for one year at a time, and a PhD student is with us for a number of years.Most of us try to make clear to the students what the funding situation and possible risks are before you decide to join our program — but some paint a too-rosy picture in order to get good students. If the funding picture shifts, you might find that you must find a different advisor or work on a different project. Usually that works out OK, but not in every case.Most of us try to find research projects for the students that fit their interests and level of skill, are of value in terms of both learning and career visibility, and that also help us to meet whatever contractual commitments we have to the sponsor. It can be difficult to meet all those goals at once, and faculty differ a lot in whether their students feel they are being exploited in order to meet project commitments — “just a cog in some huge machine”. Talk to the advisor’s current students to find out.You should expect some work that isn’t exciting to you — it’s a sad reality of the current research-funding model, and apprentices have always been expected to wash the master’s paint brushes and sweep the floor, so to speak. But the professor really should have the students’ best long-term interests at heart — including the need for continued funding. And I think most of us do.I just saw a well-publicized study (so maybe “dirty” but not a secret) indicating that a large fraction of female academics report that they were the victims of sexual harassment or discrimination at some point in their careers. The numbers were very surprising to me.Cases of harassment in academia do exist, of course — I have heard about one or two specific cases— but I’m not in a good position to know how much of this is really going on at the top universities.The popular-press accounts tend to lump together everything from attempted rape or a supervisor demanding sexual favors to telling off-color jokes or the perception that male students and colleagues are getting more eye-contact and discussion time than the women. Even the less-serious stuff is not OK if it is a routine occurrence, but it is not helpful to lump everything together and call it all “harassment”. Here is a typical press report:Sexual harassment report calls for changes to academic culture(Edit: In my original answer, I said that the actual study report, by the National Academies of Science, Engineering, and Medicine in the U.S., was behind a paywall. Jim Lux pointed out that you can download the .pdf file for free, as a guest, at this location: Sexual Harassment of Women. I apologize for the misinformation.)So if this is a concern for you, I would suggest you contact female students or younger female faculty in the group you are interested in, to see what they say about what is really going on in that group. They are in the best position to know.

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How far down the line is your start-up?As a team of co-founders, splitting equity equally is the most logical approach, each member of the team should be valued for the different skills that he or she brings to the table.However, this becomes more complicated when the individuals differ in their initial investments or there is a clear disparity in the amount of effort put into the business.If you wish to seek expertise in splitting equity in your particular business, you can contact us here.Typically, angel investors and co-founders will receive a large majority of the equity given the risk involved in investing in such a small start up. For angel investors, this figure is usually around 20%.As the company grows, equity becomes more and more diluted in order to attract the best investors and people to work for your company. Provided your company hasn’t failed, you’d expect the final founder equity range to be between 10-20%.It’s also really important to have a vesting schedule.A what?Imagine you’ve founded a company with a friend, you split the equity 50-50 to be fair.Halfway through the year, he decides he’s had enough and packs his bags, taking the 50% equity with him. A few years later, he sells his share of your rather successful business, pocketing a cool £100,000 for doing nothing. Fair?A vesting schedule prevents co-founders from exercising their stock options whenever they want. Usually, only a portion of the equity is vested each year, over a period of 4-5 years.I hope this helps you! If you want to make sure your startup is legally secured, book a free startup legal session today.A little update on my answer:I frequently get asked by clients how much equity to give to a co-founder, employee, or investor—but with so many factors to consider, the calculation is never simple.That's why our legal team developed an algorithm that weighs the various considerations for how to split your equity fairly. I'm so excited to share the final product, Spliquity, the ultimate Startup Equity Calculator!With Spliquity you can invite your co-founders to complete the process themselves, compare results and start an honest dialogue.You can also download a detailed Equity Split Report in PDF for a more in-depth analysis of the breakdown for you and your investors.It’s based on the experiences of thousands of startups and has been verified by our community of lawyers.We hope this tool will help start honest dialogues between founders about visions for their company and what they bring to the table.