Earlier quoted context omitted.
This tracks. I think the real value employees get is riding the rocketship in their career. Early engineers often have first dibs on higher level roles, like CTO or director over people that join late. Your initial grant might not be great, but being director at such a company is huge
Yeah, this is often overlooked in all the talk of $300k FAANG salaries. Few people get those senior salaries, and those who do get it because of their unusual skills and experiences. A stint at a startup is still a pretty good way to get those skills and experiences, compared to spending the same amount of time as a junior developer somewhere else. If you can make capital gains equivalent to FAANG senior salaries whi…
If I can get the same compensation working at a FAANG with less stress, better hours and more balance/control over my life, and the resume entry may be 'more interesting' in some ways, but its hard to argue with FAANG on a resume either why wouldn't I? the choice to risk all of that for only a chance at reaching that compensation is a hard sell.
The possibility of pouring your hard work into a company from the start/early on with others equally dedicated, and if it blows up you all blow up is the selling factor.
On top of that, how many startups came from employees of previous successes that turned that wealth into more innovation? Restricting that path to wealth for many and concentrating the profits to a smaller and smaller group doesn't seem to me the best economic bet to make long-term.