> Does everyone at Oxide have the same equity grant?
I thought I saw this question answered in a previous thread and the answer was basically “no”, but the question has been avoided a lot.
Aspects of equity compensation would inherently need to be different over time due to valuation, fundraising stage, and so on. However I always thought it was strange that they made a big deal about paying everyone the same base salary but then were silent on the equity comp strategy. Everyone knows that in a job like this the total comp is important.
The old Oxide compensation discussions were interesting. There was discussion about how they thought candidates asking about compensation to be something of a negative signal because they wanted people who weren’t in it for the money, basically. I heard this from a now ex-employee of Oxide who was describing how to navigate their hiring process, so take with a grain of salt.
EDIT: I checked their website again. The compensation link goes to a blog post ( https://oxide.computer/blog/compensation-as-a-reflection-of-... ) which has this section about equity:
> Some will say that we should be talking about equity, not cash compensation. While it’s true that startup equity is important, it’s also true that startup equity doesn’t pay the orthodontist’s bill or get the basement repainted. We believe that every employee should have equity to give them a stake in the company’s future (and that an outsized return for investors should also be an outsized return for employees), but we also believe that the presence of equity can’t be used as an excuse for unsustainably low cash compensation. As for how equity is determined, it really deserves its own in-depth treatment, but in short, equity compensates for risk – and in a startup, risk reduces over time: the first employee takes much more risk than the hundredth.
Which doesn't answer the question.