Setting compensation for seed-series B startups
I'm building a salary and equity benchmarking tool for seed–series B startups — think Pave or Levels.fyi, but sized for early stage instead of big tech. Talking to founders and people-ops folks about how they currently set comp: what you use, what's painful, what's missing.
If that's a decision you've had to make recently, I'd love 15 minutes to learn from you — not a sales pitch. Comment or DM and I'll follow up.
Compensation should separate market cash, role scope, company stage, geography, and equity risk instead of relying on one benchmark. The most useful output is a range plus the assumptions that move it, so founders can explain the offer consistently and candidates can evaluate the tradeoff.