Why OpenAI Chose Profit Interest Units: An Innovative Approach to Equity Compensation‍

Casey Fenton


In the fiercely competitive arena of tech startups, attracting and retaining top-tier talent can be as challenging as the intricacies of product development. Against this backdrop, OpenAI, the current most popular research lab in artificial intelligence, has pioneered a solution that aims to align employee compensation with the dual goals of profitability and perceived societal benefit. This intriguing strategy unfolds through the concept of Profit Interest Units (PIUs), particularly Performance Profit Units (PPUs).

The underlying principle of PIUs is surprisingly simple, yet its potential ramifications are profound, reshaping our understanding of equity compensation. With this article, we will peel back the layers of PIUs and PPUs, explore why OpenAI adopted this innovative approach, and illuminate how this model could be leveraged by tech startups to spur growth and instill commitment. Similarly, we will also delve into traditional compensation methods like Restricted Stock Units (RSUs), providing a comprehensive insight into the dynamic world of startup equity compensation.

What is Profit Interest?

Profit Interest refers to the right to share in the future profits and appreciation of a company's value but without any accompanying ownership stake in the current equity of the company. These are essentially financial rights that entitle holders to a share in the company's future successes.

Profit Interest Units (PIUs) are thus a form of equity compensation, similar to options or restricted stock units (RSUs), that grant employees a share in the company's future growth. Unlike traditional equity, however, PIUs do not carry any voting rights or dividend entitlements and the holder is not liable for any of the company's debts or obligations.

Characteristics of Profit Interest Units

There are a few defining characteristics of PIUs that differentiate them from other forms of equity compensation:

1. Future Value Orientation

The distinctive feature of PIUs is their exclusive focus on future value. Unlike some other forms of equity compensation, PIUs have no inherent value at the time of issuance and come into play only when the company’s value appreciates. This makes PIUs an ideal tool for startups, where current values may be relatively low but future growth potential is substantial. It also promotes a long-term orientation among employees, aligning their interests with the future success of the company.

2. No Upfront Cost or Liability

PIUs offer the advantage of equity compensation without requiring an upfront cost from the employee. Moreover, unlike stock owners, PIU holders are not liable for any losses the company incurs or any corporate debts. This limits the financial risk for employees, making PIUs a more palatable form of compensation.

3. No Voting Rights or Dividends

PIUs do not grant any voting rights or entitlement to dividends. This distinguishes PIUs from traditional equity compensation methods and underscores their singular focus on future value growth. While this lack of voting rights and dividends might seem less attractive to some, it ensures that PIUs do not dilute the control of existing shareholders and keeps the focus squarely on future value appreciation.

3. Flexible Design

PIUs offer the flexibility to design a compensation structure that matches the specific needs and objectives of the company. They can be structured to vest over time, upon achievement of specific milestones, or a combination of both. This flexibility allows startups to tailor their equity compensation to their unique circumstances.

4. Tax Advantages

Depending on the jurisdiction, PIUs may offer potential tax advantages. In certain cases, they may be treated as capital gains rather than income, leading to a lower tax liability. However, tax regulations are complex and vary widely, so it's important to seek expert advice when implementing PIUs as a part of your compensation strategy.

Each of these characteristics contributes to the uniqueness of PIUs as a tool for equity compensation. They offer a nuanced balance of risk and reward, aligning employees with the future success of the company, while protecting them from immediate financial risk and providing potential tax advantages. These attributes make PIUs a compelling option for tech startups.

Why OpenAI Adopted PIUs in the Form of PPUs

OpenAI, facing the unique challenge of balancing profit and societal value, found a clever solution in the form of PPUs. This form of PIU ties compensation to both the financial success and the fulfillment of the company's mission. PPUs aim to ensure employees' incentives align with OpenAI's dual objectives of profitability and widespread benefit.

The Controversy Surrounding OpenAI's PPUs

While the innovative use of Performance Profit Units (PPUs) by OpenAI has garnered considerable attention, it has also sparked some controversy. There are a few reasons why these new forms of compensation are seen as contentious by some observers.

  • Transparency Concerns: PPUs are tied to both financial performance and the achievement of OpenAI's mission. However, the metrics used to evaluate mission fulfillment and their precise weight in determining PPU value remain unclear. This lack of transparency can cause uncertainty and concern among stakeholders, especially PPU holders.

  • Fairness and Equitability: Given that PPUs are future-oriented, their value is inherently speculative. This could lead to potentially vast disparities in compensation among employees, depending on when they received their PPUs and how the company's value appreciates over time. These disparities may raise questions about fairness and equity.

  • Potential for Misalignment: While PPUs are intended to align employee incentives with the company's dual objectives, there's a risk that they may unintentionally incentivize behaviors that favor one objective over the other. For example, employees might be driven to prioritize profitability at the expense of the company's mission, or vice versa.

  • Regulatory Concerns: The introduction of PPUs adds another layer of complexity to the already complicated world of equity compensation. As a relatively new instrument, PPUs may raise regulatory concerns or face potential legal challenges.

  • Market Perception and Valuation: The adoption of PPUs could affect how the market perceives and values the company. If not well-understood or appreciated by potential investors, the use of PPUs might impact the company's attractiveness as an investment.

It's worth noting, however, that every innovative approach comes with its own set of challenges and controversies. OpenAI's pioneering use of PPUs is no exception. As with any new strategy, it will be important to continually assess and adjust the approach based on experience and feedback. Despite the controversy, PPUs represent a bold attempt to align employee compensation with the dual objectives of profitability and societal benefit, providing a new way for startups to incentivize and retain talent.

Characteristics of PPUs

The characteristics of PPUs are similar to PIUs, with a few distinct features:

1. Mission-Linked Compensation

PPUs are designed to incentivize the achievement of specific performance metrics that align with OpenAI's mission. This is a unique approach that extends beyond mere financial metrics to consider broader organizational goals. It means the employees' financial success is tied not only to the profitability of the company but also to the realization of the organization's mission, encouraging a holistic approach to performance.

2. Graduated Payouts

PPUs employ a graduated payout structure, which means that as certain mission-linked milestones are achieved, the payout or value of the PPUs correspondingly increases. This tiered approach provides continual incentives for performance, keeping employees motivated to meet and exceed targets even after initial goals are achieved.

3. Vesting Schedule

Similar to other forms of equity compensation, PPUs have a vesting schedule, usually extending over a period of several years. Vesting schedules are an effective tool for promoting employee retention, as the full value of the PPUs can only be realized if the employee remains with the company until the PPUs vest. It ensures a long-term commitment from the employees, aligning their tenure with the time frame required to achieve the company's mission and financial goals.

4. Balanced Incentives

By tying the PPUs to both mission fulfillment and financial performance, a balance is struck between profit-driven and mission-driven objectives. It encourages employees to consider both factors in their decision-making, fostering a culture that values financial success without compromising the broader mission.

5. Future Value Orientation

As with PIUs, PPUs carry a value only if the company’s value appreciates over time. They underscore a future-oriented approach, rewarding employees for their role in increasing the future value of the company.

Sample Computation of PIUs in a Tech Startup

Let's consider a tech startup, aptly named FutureTech. When FutureTech was just getting off the ground, it was valued at $20 million. As a part of its compensation package to employees, FutureTech issued PIUs. These units represent a share in the company's future growth but have no value at the time of issuance.

Fast forward a few years and FutureTech has seen tremendous success. Its value has soared to $100 million. Now, those PIUs that were issued to employees will have a calculable value.

Let's consider an employee, Jane, who was granted PIUs representing 1% of FutureTech's future growth. The way we compute the value of Jane's PIUs is by considering the appreciation of FutureTech's value, i.e., the difference between the value at the time of PIU issuance and its current value.

So, the appreciation in FutureTech's value is $100 million (current value) - $20 million (value at PIU issuance) = $80 million. Jane's PIUs, which represent 1% of this appreciation, would therefore be worth $80 million * 1% = $800,000.

Jane's PIUs have thus transformed from a future-oriented promise to a substantial financial reward, reflecting her contribution to FutureTech's growth. If FutureTech continues to grow, the value of Jane's PIUs would increase correspondingly, further incentivizing her continued efforts and commitment to the company.

Keep in mind that this is a simplified example. The actual computation of PIU value can be more complex, depending on the specifics of the PIU agreement, including vesting schedules and other terms. However, it provides a basic understanding of how PIUs offer employees a share in the future growth of a company.

Why RSUs May Have an Advantage Over PIUs

Restricted Stock Units (RSUs), another form of equity compensation, might have some advantages over PIUs. While PIUs are tied to future growth, RSUs provide immediate equity in the company, which can be a powerful retention tool. Furthermore, RSUs offer voting rights and potential dividends, fostering a sense of ownership and engagement among employees.

However, the choice between RSUs and PIUs should depend on the specific circumstances of each company. Startups that anticipate high growth may find PIUs more attractive, while those seeking to instill a strong ownership culture may prefer RSUs.


To sum up, OpenAI's innovative use of PIUs, in the form of PPUs, represents a significant shift in equity compensation strategies. By aiming to align employees' financial interests with the company's mission and future success, PPUs provide a tool for motivating employees and driving company growth, albeit in a still-intriguing premise. While traditional equity compensation methods like RSUs have their advantages, PIUs offer an enticing alternative for startups seeking to incentivize future-oriented growth.

As every startup is unique, the choice of equity compensation should reflect the company's strategic objectives, growth prospects, and company culture. If you’re currently considering your options, choose one with a straightforward and transparent design that helps drive a culture of ownership and shared values in the workplace. In case you’re convinced it’s RSU, book a demo with us to help you visualize how efficient and cost-effective it is for your tech startup.

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Casey Fenton

Founder, Upstock & Couchsurfing, AI and Equity Innovator

Casey Fenton, the founder of Upstock & Couchsurfing and an AI and equity innovator, has revolutionized how we perceive and implement equity in the workplace. His foresight in creating platforms that not only connect people but also align their interests towards communal and corporate prosperity has established him as a pivotal figure in technology and community building. Casey speaks worldwide on topics including ownership mindset, worker equity, With Upstock and Couchsurfing, he has demonstrated an unparalleled expertise in harnessing technology for the betterment of community interaction and organizational benefits.

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