Hi Michael - an often overlooked question is what type of options you would grant. In the US this can make an enormous difference, and can be used as a sales tactic to get better talent with less options.
There are ISO (incentive stock options) and NQSO (non qualified stock options). With ISO the business has more to manage to stay compliant, but the upside is that when an employee executes they have no upfront tax liability, and can hold them for 12 months and pay long term capital gains tax (which could be 20% compared to 45%).
With NQSOs, they create a liability for withholding upfront, and pay tax as though it's their salary.
If you create an options pool investigate whether you can offer ISOs - if you can, explain it in simple terms to employees and prospective candidates, and make sure they are comparing apples to apples. ISO says you are a company who is thinking about the future, and that includes your team.