Startup Salary & Equity Database

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22 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
Lead data scientist $105,000 $105,000 0.0012% $316,000 $316,000 Australia 10.0 3.0 Series H 1001-5000 employees $26B 2023/01
Staff software engineer $256,000 $256,000 0.001% $715,000 $715,000 San Francisco Bay Area 12.0 2.0 Series H 5000+ employees $72B 2023/01
Software engineer $220,000 $220,000 0.0005% $340,000 $340,000 San Francisco Bay Area 0.0 0.0 Series H 5000+ employees $68B 2022/10
Software engineer $195,000 $195,000 0.0007% $275,000 $275,000 San Francisco Bay Area 0.0 0.0 Series H 5000+ employees $39B 2022/10
Backend engineer $145,000 $145,000 0.0007% $270,000 $270,000 Seattle 0.0 0.0 Series H 1001-5000 employees $39B 2022/10
Senior software engineer $212,000 $212,000 0.0047% $1,800,000 $1,800,000 San Francisco Bay Area 9.0 2.0 Series H 1001-5000 employees $38B 2022/10
Senior software engineer $178,000 $178,000 0.0013% $500,000 $500,000 San Francisco Bay Area 7.0 1.0 Series H 1001-5000 employees $38B 2022/10
Software engineer $189,000 $189,000 0.0007% $275,000 $275,000 San Francisco Bay Area 0.0 0.0 Series H 5000+ employees $39B 2022/10
Senior software engineer $360,000 $360,000 0.033% $800,000 $800,000 Seattle 8.0 0.0 Series H 1001-5000 employees $2B 2022/10
Senior software engineer $260,000 $260,000 0.004% $1,600,000 $1,600,000 Remote US 15.0 0.0 Series H 1001-5000 employees $40B 2022/09
Staff software engineer $283,000 $283,000 0.02% $7,300,000 $7,300,000 San Francisco Bay Area 10.0 0.0 Series H 1001-5000 employees $36B 2022/08
Software engineer $160,000 $160,000 0.0007% $275,000 $275,000 Seattle 0.0 0.0 Series H 1001-5000 employees $39B 2022/07
Director of engineering $361,000 $361,000 0.014% $1,400,000 $1,400,000 San Francisco 15.0 0.0 Series H 1001-5000 employees $10B 2022/06
Creative lead $205,000 $205,000 0.0004% $400,000 $400,000 New York City 9.0 0.0 Series H 1001-5000 employees $100B 2022/06
Frontend engineer $190,000 $190,000 0.002% $760,000 $760,000 San Francisco Bay Area 3.0 0.0 Series H 1001-5000 employees $38B 2022/05
Staff software engineer $275,000 $275,000 0.005% $1,700,000 $1,700,000 Seattle 11.0 0.0 Series H 1001-5000 employees $34B 2022/05
Senior software engineer $250,000 $250,000 0.0005% $480,000 $480,000 Remote US 9.0 0.0 Series H 1001-5000 employees $96B 2022/04
Senior software engineer $235,000 $235,000 0.003% $1,000,000 $1,000,000 San Francisco 8.0 0.0 Series H 1001-5000 employees $33B 2022/04
Data analytics manager $190,000 $190,000 0.01% $126,000 $126,000 Remote 6.0 4.0 Series H 201-500 employees $1B 2022/03
Product manager $286,000 $286,000 0.002% $1,460,000 $1,460,000 Remote US 10.0 1.0 Series H 1001-5000 employees $73B 2022/03
Sales development representative $95,000 $95,000 0.0% - - Remote 1.0 1.0 Series H 1001-5000 employees - 2022/02
Staff electrical engineer $226,000 $226,000 0.002% $650,000 $650,000 San Francisco 8.0 3.0 Series H 1001-5000 employees $32B 2022/02

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.