# What are the best practices for managing stock options and RSUs across employee populations to support growing teams?

<p class="elv-tracking-normal elv-text-default elv-font-figtree elv-text-base elv-leading-base elv-font-normal" elv="true">For teams past the spreadsheet phase but not yet at enterprise scale, since that middle stretch of growth is where <a class="a a--md" elv="true" href="https://www.g2.com/categories/stock-plan-administration">stock plan administration</a> either scales smoothly or turns into a mess, depending on what's actually automated versus done by hand.</p><ul>
<li>
<a class="a a--md" elv="true" href="https://www.g2.com/products/ledgy/reviews"><strong>Ledgy</strong></a>: one reviewer scaled from 80 to 250 employees, crediting HRIS sync for removing manual account creation and bulk transaction tools for handling offboarding without one-off manual work each time.</li>
<li>
<a class="a a--md" elv="true" href="https://www.g2.com/products/optio-incentives/reviews"><strong>Optio Incentives</strong></a>: the employee self-service portal comes up a lot here, with reviewers noting that giving employees visibility into their own vesting and holdings cuts down significantly on inbound questions to HR and finance as headcount grows.</li>
<li>
<a class="a a--md" elv="true" href="https://www.g2.com/products/certent/reviews"><strong>Certent</strong></a>: one reviewer specifically mentioned handling RSU vestings "multiple times a week" smoothly as their program matured, plus using the platform to forecast stock comp expense ahead of time rather than reacting to it after the fact.</li>
</ul><p class="elv-tracking-normal elv-text-default elv-font-figtree elv-text-base elv-leading-base elv-font-normal" elv="true">The pattern across all three: automate what scales badly by hand. For teams that have gone through a real growth spurt, what's the one process you wish you'd automated sooner instead of trying to power through manually?</p>

##### Post Metadata
- Posted at: 23 days ago
- Author title: SEO Content Specialist
- Net upvotes: 1


## Comments
### Comment 1

&lt;p&gt;The biggest scaling risk is usually the manual edge cases—offboarding, vesting events, grant updates, and employee questions—that multiply with headcount. Strong HRIS integration, bulk actions, and employee self-service can prevent those workflows from becoming a recurring burden on HR and finance.&lt;/p&gt;

##### Comment Metadata
- Posted at: 23 days ago
- Author title: Marketing Executive





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