Startup Salary & Equity Database

Know your market value.
Contribute to make comp transparent.



6 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 Finance $205,000 $205,000 0.0275% $220,000 $220,000 Remote US 8.0 1.0 Series B 201-500 employees $800M 2023/01
Director of Finance $150,000 $150,000 0.22% $50,000 $50,000 Los Angeles 8.0 1.5 Seed 11-50 employees $23M 2022/10
Director of Finance $225,000 $225,000 0.0625% $250,000 $250,000 Remote US 10.0 1.0 Series C 201-500 employees $400M 2022/08
Director of Finance $220,000 $220,000 0.07% $100,000 $100,000 Remote US 10.0 1.0 Series B 101-200 employees $143M 2022/07
Director of Finance $200,000 $200,000 0.15% $150,000 $150,000 Remote US 8.0 0.0 Series B 51-100 employees $100M 2022/06
Director of Finance $200,000 $200,000 0.02% - - Boston 10.0 0.5 Series B 101-200 employees - 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.