Up to this point, generally speaking, with teams of less than 12 people, the average granted equity for startup employees is 1%. This number can be as high as 2% for the first hires, and in some circumstances, the first hire(s) can be considered founders and their equity share could be even greater.
It's important to set aside a number of shares of your organization, known as an equity pool, as early as possible. Many startups set aside between 10-20% of their shares in order to have the means to incentivize employees.
However, he says 0.5 percent and 1 percent is a good range to consider, vested over one to two years. For that amount, he suggests you can expect about two to five hours per month of involvement from your advisor. “Factors include the type of company (and perceived potential value of the equity),” Kris writes.
According to a common rule of thumb, early employees of a startup should receive between 1-5% of the company's equity, depending on their level of experience and role in the organization. However, it is essential to understand that equity is just one part of a comprehensive compensation package.
On average, startups are reserving a 13% to 20% equity pool for employees. This is important for startups to consider before they pursue series funding or other investments, in which they may be offering percentages of equity to investors.
As a rule of thumb, a non-founder CEO joining an early-stage startup (that has been running less than a year) would receive 7-10% equity. Other C-level execs would receive 1-5% equity that vests over time (usually 4 years).
Q: How much equity should a CEO get in a startup? There's no magical answer, but for venture-backed start-ups, for years VCs have aligned on around 6%-8% equity for a non-founder / outside CEO. As you approach IPO and very late stage, that often goes down. A few examples.
The precise amounts can be calculated by multiplying an employee's salary by an equity-to-salary ratio for their role. Sam Altman, the CEO of OpenAI and investor, suggests that a company should give at least 10% to the first ten employees, 5% to the next 20, and 5% to the next 50.
How Much Equity Should A VP of Sales Get In A Startup? Most VPs of Sales receive between . 5% and 1.5% equity, on average. It's essential to know whether there's equity on the table for the startups you're considering, what it's actually worth, and if it falls within that industry-standard range.
The 100% equity prescription is still problematic because although stocks may outperform bonds and cash in the long run, you could go nearly broke in the short run.
According to The Muse “[a]t a typical venture-backed startup, the employee equity pool tends to fall somewhere between 10-20% of the total shares outstanding. The number of shares or options you own divided by the total shares outstanding is the percent of the company you own.”
Conventionally, the general guiding principle for a startup is that when giving equity to investors in exchange for their money in your startup, the equity should be somewhere between 10-20% of total equity. Giving more than that to an investor is too much, which is risky for your business.
Accepting a larger share of equity with a lesser base salary is probably not the wisest choice. Unless you're extremely confident that a startup is going to have a liquidity event, perhaps it would be better to find an opportunity that comes with more of a guaranteed payout.
In regions such as the U.S., the CFO of a post-Series A startup might receive anywhere from 1% to 5% of the equity.
You'd expect to see 1.5%-5% for the first engineering hire. For engineers two through five it could be anywhere from 0.5% to ~3%. Mostly engineers are compensated with equity based on how much the company 'needs' them, which as the question states is super specific.
The average Vice President in the US makes $250,111. The average bonus for a Vice President is $74,462 which represents 42.39% of their salary, with 90% of people reporting that they receive a bonus each year.
For example, VPs of Operations at companies that have raised Over 30M typically get between 0 and 250K+/yr shares. However, smaller companies that have raised Under 1M are more generous with their stock compensation as it ranges between . 1 and 4%+ for VPs of Operations.
Startups grant three main types of equity to employees: Stock options are the right to buy or sell a defined amount of shares from the founders at a predetermined price. The employee can exercise this right between the vesting date (once the employee has earned their stock options) and the expiration date.
Equity compensation is often promised along with a salary. It's not always entirely an either/or situation. Equity compensation often goes hand-in-hand with a below-market salary. Equity compensation typically has a vesting schedule, which means that you'll only own your equity after a certain period of time.
The value of even a small percentage of equity at a startup can increase dramatically over time—if the company successfully exits. But before that happens, the initial percentage of your equity will likely decline.
$50M to $150M
The highest salary for a CEO in a company with between $50M and $150M in revenue is $500,000. Of the participants in this category, the median salary is $300,000. In terms of bonus percentage, we found that a small majority of participants in this category, 37%, received a 50% bonus or more.
Only three of the nine CEOs making over $100 million work at S&P 500 companies: Alphabet's Pichai, Live Nation's Michael Rapino, and Oracle's Safra Catz. Hertz CEO Stephen Scherr, Peloton CEO Barry McCarthy, Sarepta Therapeutics CEO Douglas Ingram, and Pinterest's new CEO Bill Ready round out the list.
A Startup Founder in your area makes on average $27 per hour, or $4.11 (179.669%) more than the national average hourly salary of $22.89. California ranks number 25 out of 50 states nationwide for Startup Founder salaries.