Startup Salary & Equity Database

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7 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
Senior engineering manager $300,000 $300,000 0.15% $1,950,000 $1,950,000 San Francisco Bay Area 10.0 0.0 Series A 51-100 employees $1B 2022/10
Senior engineering manager $170,000 $170,000 0.014% $20,000 $20,000 Remote US 10.0 1.0 Series A 51-100 employees $143M 2022/05
Senior engineering manager $175,000 $175,000 0.0036% $80,000 $80,000 Remote US 20.0 2.0 Series C 201-500 employees $2B 2022/04
Senior engineering manager $386,000 $386,000 0.05% $1,800,000 $1,800,000 Remote US 12.0 0.0 Series D 201-500 employees $4B 2022/04
Senior engineering manager $255,000 $255,000 0.05% - - Remote US 12.0 1.0 Series C 201-500 employees - 2022/02
Senior engineering manager $192,500 $192,500 0.09% $300,000 $300,000 Remote US 15.0 1.0 Series A 101-200 employees $333M 2022/02
Senior engineering manager $250,000 $250,000 0.025% - - Remote US 15.0 2.0 Series A 201-500 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:
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.