Startup Salary & Equity Database

Know your market value.
Contribute to make comp transparent.



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
VP of Marketing $144,000 $144,000 0.0% - - New York City 9.0 3.0 Series A 11-50 employees - 2022/09
VP of Marketing $325,000 $325,000 0.006% $300,000 $300,000 San Francisco 14.0 4.0 Post-IPO 1001-5000 employees $5B 2022/09
VP of Marketing $200,000 $200,000 0.57% $400,000 $400,000 London 12.0 0.0 Series A 51-100 employees $70M 2022/08
VP of Marketing $270,000 $270,000 0.22% $1,100,000 $1,100,000 Remote US 12.0 0.0 Series C 101-200 employees $500M 2022/06
SVP of marketing $250,000 $250,000 0.25% $500,000 $500,000 Remote US 17.0 0.0 Series A 11-50 employees $200M 2022/04
VP of Marketing $165,000 $165,000 0.07% - - Austin 14.0 0.5 Series A 11-50 employees - 2022/03
VP of Marketing $225,000 $225,000 1.0% - - Los Angeles 17.0 1.0 Series A 11-50 employees - 2022/03

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.