Startup Salary & Equity Database

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23 submissions; add yours today

Title Salary Hide salary, order only Equity % Equity $ Hide equity, order only Location Total YOE Years at Startup Stage Size Valuation Date
Staff software engineer $250,000 $250,000 0.0216% $400,000 $400,000 Remote US 8.0 0.0 Series G 501-1000 employees $2B 2022/11
Machine learning engineer $230,000 $230,000 0.009% $1,100,000 $1,100,000 San Francisco 5.0 0.5 Series G 1001-5000 employees $12B 2022/09
Senior software engineer $190,000 $190,000 0.007% $650,000 $650,000 Remote US 5.0 0.0 Series G 1001-5000 employees $9B 2022/08
Software engineer $180,000 $180,000 0.0012% $300,000 $300,000 Chicago 7.0 0.0 Series G 1001-5000 employees $25B 2022/07
Senior product manager $228,000 $228,000 0.006% $180,000 $180,000 Remote US 9.0 1.0 Series G 1001-5000 employees $3B 2022/07
Senior software engineer $230,000 $230,000 0.013% $470,000 $470,000 Remote US 4.0 0.0 Series G 1001-5000 employees $4B 2022/07
Senior software engineer $170,000 $170,000 0.006% $720,000 $720,000 Remote Canada 5.0 0.0 Series G 1001-5000 employees $12B 2022/06
Software engineer $212,000 $212,000 0.002% $400,000 $400,000 Remote US 3.0 0.0 Series G 1001-5000 employees $20B 2022/06
Software engineer $143,000 $143,000 0.001% $145,000 $145,000 Remote Canada 2.0 0.0 Series G 1001-5000 employees $14B 2022/06
Staff software engineer $230,000 $230,000 0.011% $465,000 $465,000 Seattle 9.0 0.0 Series G 1001-5000 employees $4B 2022/06
Senior software engineer $140,000 $140,000 0.0006% $38,000 $38,000 Chicago 6.0 2.5 Series G 1001-5000 employees $6B 2022/04
Product manager $175,000 $175,000 0.011% $1,000,000 $1,000,000 Remote US 8.0 0.0 Series G 1001-5000 employees $9B 2022/04
Senior software engineer $240,000 $240,000 0.012% $680,000 $680,000 Los Angeles 8.0 0.0 Series G 1001-500 employees $6B 2022/04
Product lead $180,000 $180,000 0.02% $4,000,000 $4,000,000 San Francisco Bay Area 10.0 2.0 Series G 1001-5000 employees $20B 2022/03
Group product manager $210,000 $210,000 0.06% $7,000,000 $7,000,000 San Francisco 7.0 4.0 Series G 1001-5000 employees $12B 2022/02
Engineering manager $330,000 $330,000 0.002% $1,800,000 $1,800,000 New York City 9.0 0.0 Series G 5000+ employees $90B 2022/02
Engineering manager $195,000 $195,000 0.001% $554,000 $554,000 Remote US 9.0 3.0 Series G 5000+ employees $55B 2022/02
Senior product manager $165,000 $165,000 0.002% $1,800,000 $1,800,000 Los Angeles 4.0 4.0 Series G 1001-5000 employees $90B 2022/02
Manager, Strategy & BizOps $165,000 $165,000 0.0004% $30,000 $30,000 San Francisco 6.5 0.5 Series G 1001-5000 employees $8B 2022/02
Finance Manager $150,000 $150,000 0.02% - - Remote US 5.0 0.5 Series G 201-500 employees - 2022/02
Product manager $220,000 $220,000 0.015% - - Remote US 4.0 3.0 Series G 501-1000 employees - 2022/01
Senior software engineer $160,000 $160,000 0.002% - - Remote MX 11.0 0.5 Series G 201-500 employees - 2021/12
DevOps engineer $210,000 $210,000 0.0% - - San Francisco 16.0 0.0 Series G 201-500 employees - 2021/12

Take 1 minute to add your comp - 100% anonymous ๐Ÿค



Combination of private submissions and private benchmarks. Exact submission date is listed under "Date" column. All submissions are vetted for accuracy.

It's your % ownership of the startup. Calculated one of two ways:
โ€ข Your total # of shares รท Fully diluted outstanding shares x 100 โ€” confirm that it's fully diluted; otherwise, your stake will look higher than it truly is
โ€ข Current value of your shares รท current company valuation x 100 โ€” value is based on preferred price (what investors paid); updates with each fundraise

Always make sure you have the numerator and the denominator.

Equity % helps you project what you stand to make. For example, if you have a 1% equity stake in a startup valued at $100M, which eventually IPOs at $1B, your stake will be worth 1% * $1B * dilution rate โ€” dilution rate varies, but a rule of thumb is to assume 10-25% per funding round. This means the earlier you join, the more diluted you'll become. But you'll also have a lower strike price and usually a much bigger % to start with.

TLDR: know your comp band, target a percentile in-line with how strongly the company needs your skillset, and counter based on what you care about most (salary, equity, bonus, benefits).

But every situation is different. If you'd like 1:1 support and guaranteed higher comp, we can help.