“Dear Nina, I’ve been interviewing with several early-stage startup for leadership roles, but conversations keep falling apart when we get to compensation. The base salaries seem surprisingly low, and I’m hesitant to take a step back financially considering my experience and the value I can bring. How can I navigate this better and find an opportunity that makes sense?”
It’s a tough hiring climate right now — for both companies and candidates. With more talent in the market, many startups are driving a hard bargain. After years of inflated salaries and lofty titles, today’s macro environment has forced early-stage founders to be cautious with cash. Even when hiring experienced operators.
That said, there are ways to approach these conversations more strategically so you can land a role that’s both exciting and fair.
Set Expectations Early to Avoid Late-Stage Surprises
When salary expectations aren’t aligned upfront, it wastes time on both sides. You don’t need to walk away from a conversation just because the number isn’t perfect. But it helps to set the stage early. Be open about your previous compensation, seniority, and what kind of scope you’re looking for.
Likewise, ask about the budgeted range in the first or second call. If it’s vague, push gently for clarity. Share your own range and how much wiggle room you have. Especially if the company’s mission or stage really excites you. Early alignment makes it easier to assess trade-offs later.
Focus on the Right-Stage Startups
If salary keeps being the sticking point, you may be speaking to companies that simply aren’t ready for someone with your level of experience. Pre-product market fit startups often operate on shoestring budgets. They’re looking for builders willing to take a cash haircut in exchange for equity and mission alignment.
You might have better luck with startups that have recently raised a Series B or beyond. These companies typically have more breathing room on salaries and a clearer idea of where leadership hires can make an impact. You still get the thrill of building, but without such steep financial compromises.
Location matters too. Startups based in cities like London, Berlin, or Paris tend to offer higher salaries compared to fully remote or regional companies. And while remote roles are appealing, they can sometimes mean lower compensation.
If you’re committed to working with an early-stage startup, consider starting in a fractional or advisory role. These can be great ways to build trust and potentially transition into a full-time role when the company’s financial position strengthens.
Look Beyond Salary — Equity Still Counts
It’s understandable to feel cautious about stock options in a market where exits feel distant. But this is likely a temporary slowdown. Equity still plays a crucial role in early-stage hiring — it’s how startups align key hires with long-term success.
When you get an offer, request details like the company’s most recent valuation, strike price, option pool size, and potential exit scenarios. If they don’t offer projections, ask questions so you can model them yourself. Understanding the real-world value of your equity package helps you weigh short-term cash vs. long-term upside more clearly.
Some companies now offer flexible compensation packages — you can choose between a higher salary or more equity depending on your appetite for risk. But be aware: founders generally want team members with skin in the game. If you’re asking for a full market-rate salary, make sure the rest of your profile shows you’re still deeply motivated by the mission.
Benchmark and Reality-Check Your Expectations
Before heading into any serious negotiation, do your homework. Compensation varies widely between sectors, roles, and geographies — and what felt like a standard salary two years ago might no longer apply.
Tap into your networks. Ask friends, former colleagues, and recruiters what they’re seeing in terms of comp trends. Use platforms like Levels.fyi, Carta, or Pave to understand current benchmarks — especially for startups at Series A or B stages.
Keep in mind: not every company will offer top-of-market pay, even if they want top-tier talent. But the more informed you are, the better you can assess what’s fair — and spot when it’s worth walking away.
Feeling underpaid — or undervalued — during offer negotiations can be disheartening. But remember, the right role is one that balances impact, compensation, and growth. In this market, flexibility is key — but so is knowing your worth.
By targeting startups at the right stage, aligning expectations early, evaluating total comp (not just salary), and staying grounded with current benchmarks, you’ll be better positioned to land a role that matches your ambitions without compromising too much on the financial side.
