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
Technical product manager $235,000 $235,000 0.005% $420,000 $420,000 Seattle 5.0 0.0 Series E 1001-5000 employees $8B 2022/10
Technical product manager $170,000 $170,000 0.008% $80,000 $80,000 Remote US 20.0 1.0 Series D 501-1000 employees $1B 2022/04
Technical product manager $212,000 $212,000 0.004% $315,000 $315,000 Seattle 8.0 0.0 Post-IPO 501-1000 employees $8B 2022/04
Technical product manager $270,000 $270,000 0.03% - - Remote US 8.0 0.0 Series F 501-1000 employees - 2022/02
Technical product manager $120,000 $120,000 0.83% - - New York City 3.0 0.0 Pre-Seed 1-10 employees - 2022/02
Technical product manager $130,000 $130,000 0.25% - - Austin 3.0 0.0 Seed 1-10 employees - 2022/02
Technical product manager $110,000 $110,000 0.09% - - Austin 2.0 0.0 Series B 51-100 employees - 2022/01

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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.