At Test Double, we’re not just building great software—we’re building a company that trusts you to show up, solve hard problems, and make an impact every day at your client. That’s why we’re 100% employee-owned.
Ownership here is a mindset. You’re empowered to tackle what matters, trusted to deliver, and rewarded when the company succeeds—because the value you create comes back to you as shares in our company.
My co-founder, Justin Searls, and I made this move because we believe ownership is about fairness, shared success, and building something that outlasts all of us.
The value we’re creating at Test Double is the direct result of our consultants’ impact at our clients. It didn’t sit right that only a couple of people would own that value when it was created by others. An ESOP was a natural way to ensure the value we’re creating at Test Double is shared fairly with the people who are creating it.
Here’s how an Employee Stock Ownership Plan (ESOP) works and what it means for Double Agents as an employee.
Want the full story of how and why we became an ESOP? Here’s where it started.
How the ESOP works
Earned, not bought
You don’t have to buy in. Shares are allocated annually based on your compensation and working at least 1,000 hours in a calendar year—no favoritism.
Value that grows
As Test Double grows, so does the value of your shares. Your hard work directly builds the overall value of Test Double and, therefore, the value of your shares.
Tax benefits
You don’t pay taxes on your shares until you cash them out when you leave or retire—so they appreciate uninterrupted. Further, the proceeds can be rolled over tax deferred into another approved plan like an IRA.
A lasting thank you
Shares vest gradually over six years. Once you’re fully vested, you own 100% of their value. And when you leave? Test Double buys them back.
Note for Canadian agents: ESOPs are a U.S. thing, but we’ve got you covered. You get phantom shares that work the same way and deliver the same benefits.
Why the heck is an ESOP related to the IRS?
ESOPs, like 401(k)s, are qualified retirement plans under the U.S. Employee Retirement Income Security Act (ERISA) of 1974, but with a twist.
Think of an ESOP as a win-win setup where the government hands out some sweet tax breaks, making it more appealing and financially rewarding for companies to share ownership with employees. In return for becoming 100% employee owned, the company no longer pays income tax federally or in most states. Additionally, employees receive shares as they work at Test Double and are able to enjoy a tax break on these shares until they cash out in retirement.
Why the ESOP matters for employees
Great work happens when people feel personally invested. The ESOP makes that belief real.
And that feeds into our value that we are owners. That ownership mindset plays out in several ways:
Own it, solve it
As owners of this company, you have both the power and responsibility to solve problems in your purview. We trust those closest to the problem to address it directly—you know your work best.
With ownership comes accountability. While you have the freedom to make decisions, remember that these choices impact our collective success. Act with the business's long-term health in mind, just as any owner would.
A deferred compensation plan
The ESOP is like a second retirement benefit alongside your 401(k). Shares grow with Test Double’s success, and when you leave, we buy them back. It’s a simple, tangible reward for the impact you’ve made.
A team built to last
ESOP companies retain talent longer for a reason. According to the National Center for Employee Ownership, voluntary quit rates are one-third of the national average. Why? Because ownership builds fairness, trust, and a shared commitment to success.
A stable, more resilient company
The ESOP gives Test Double a financial edge. As an S-Corporation that is 100% owned by our ESOP, we pay $0 in federal income tax, allowing us to reinvest those savings into our people and growth.
No surprise exits
Any acquisition or dissolution of the company would be required to go to a majority vote of all the shareholders. No need to fear a surprise private equity exit or acquisition by a competitor.
What an ESOP is not.
We believe clear is kind. So let’s clear up a few common misconceptions:
“Does this mean employees make the decisions?”
No. Ownership means sharing in the company’s financial success—not day-to-day decisions over the whole company. We still have a CEO and a leadership team steering the ship and a board providing oversight.
"Is this like a co-op?"
Not quite. Co-ops emphasize shared decision-making, while an ESOP focuses on shared financial rewards tied to long-term success. ESOPs also tend to operate with more agility, avoiding some of the structural challenges that can slow co-ops down.
“Will I get rich quick with an ESOP?”
No. An ESOP is a long-term wealth-building benefit, not a quick payout. Shares grow in value as the company grows, and your financial rewards are tied to sustained success. Like a 401(k), the real value comes from staying with the company and letting your ownership stake mature over time.
What our employees say about the ESOP
Here’s what our teammates have to say about the ESOP:
“Converting TD into an ESOP revealed Todd and Justin to be the kind of people who are about more than themselves. It was a material part of what drew me to apply to TD and is a big part of why I can’t envision leaving any time soon.”
– Mike Doel, engagement partner
“In other agencies, you’re more or less a resource that is moved around, and you being part of the agency sometimes feel like the means for the company to get paid, and nothing else.
– Pier-Luc Faucher, senior software consultant
“The ESOP, the general transparency around the company and the financial updates are a great way to get ownership as a testdoubler. You have direct influence on the company and you are rewarded for it. This is very rare.”
“I feel ESOP helps me get a feeling of one-ness, because I feel like I’m an owner of a bigger objective.”
– Sukhraj Singh, senior software consultant
“I find it more empowering to exercise the autonomy we have to make sure I'm providing value to all of the other awesome folks who depend on the company, too. I'm thinking about other agents and our clients here.”
– Robby Thompson, senior software consultant
Impactful work and equitable equity
Test Double isn’t just a place to work—it’s a place to grow, contribute, and own.
As a 100% employee-owned company, your hard work translates into ownership, financial rewards, and a shared vision for success. If you’re a software developer or product manager who cares about making a difference and owning your impact, Test Double is where you can do it all.
Ready to take the next step? Check out our Cultures and Careers page to see the benefits we offer and current openings.
