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Startup Salary & Equity Database

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9 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
Director of Design $210,000 $210,000 0.65% $1,100,000 $1,100,000 Remote US 15.0 2.0 Series B 11-50 employees $169M 2022/02
Director of Design $198,000 $198,000 0.08% - - Seattle 8.0 0.0 Series C 101-200 employees - 2022/02
Director of Design $258,000 $258,000 0.23% - - San Francisco Bay Area 10.0 0.0 Series C 101-200 employees - 2022/02
Director of Design $200,000 $200,000 0.03% - - San Francisco 7.0 0.0 Series C 201-500 employees - 2022/02
Director of Design $210,000 $210,000 0.05% - - San Francisco 9.0 0.0 Series C 201-500 employees - 2022/02
Director of Design $190,000 $190,000 0.07% - - New York City 7.0 0.0 Series C 101-200 employees - 2022/02
Director of Design $200,000 $200,000 0.06% - - New York City 7.0 0.0 Series C 201-500 employees - 2022/02
Director of Design $220,000 $220,000 0.18% - - New York City 10.0 0.0 Series C 101-200 employees - 2022/02
Director of Design $240,000 $240,000 0.25% - - Los Angeles 10.0 0.0 Series C 101-200 employees - 2022/02

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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:
• Your total # of shares ÷ Fully diluted outstanding shares x 100 — confirm that it's fully diluted; otherwise, your stake will look higher than it truly is
• Current value of your shares ÷ current company valuation x 100 — 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 — 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.