How much equity should I ask for at a startup?

Equity varies by role and stage. Senior engineers joining early (#1-10) typically get 1.5-3.0%, while the same role post-Series A might get 0.3-0.8%. Use FounderMath benchmarks to find your range and negotiate within it.

Should I negotiate my startup equity offer?

Yes, always negotiate. Startups expect it and the first offer is rarely the final. Reasonable negotiation won't cost you the offer. Use scripts to ask for 20-50% more than offered, then compromise.

What if they say no to my equity counter-offer?

Ask what else they can offer—higher salary, signing bonus, more vacation, or guaranteed refresh grants. If nothing is available, decide if the role is worth accepting as-is based on your leverage and interest.

What percentage of equity should early employees get?

Early employees (#1-10) typically get 0.8% - 3.0% depending on role and seniority. Senior engineers get 1.5-3.0%, while individual contributors might get 0.8-1.5%. Use FounderMath benchmarks to see the full range by role.

How Much Equity Should I Ask For? Startup Compensation Benchmarks

June 3, 2026 · 9 min read

The answer depends on three things: your role, the company stage, and your leverage. This guide shows you exactly what to ask for based on real market data, with negotiation scripts you can use today.

The Quick Answer: Equity Benchmarks by Role

Here's what startup employees typically receive by role and company stage:

Role	Early Stage (#1-10)	Early Stage (#11-50)	Growth (Series A+)
Senior Engineer	1.5% - 3.0%	0.8% - 1.5%	0.3% - 0.8%
Engineer	0.8% - 1.5%	0.4% - 0.8%	0.15% - 0.4%
Senior PM	1.0% - 2.0%	0.5% - 1.0%	0.2% - 0.5%
Product Manager	0.6% - 1.2%	0.3% - 0.6%	0.12% - 0.3%
Senior Designer	0.6% - 1.2%	0.3% - 0.6%	0.12% - 0.3%
Designer	0.4% - 0.8%	0.2% - 0.4%	0.08% - 0.2%
Marketing Lead	0.8% - 1.5%	0.4% - 0.8%	0.15% - 0.4%
Sales Rep	0.3% - 0.8%	0.15% - 0.4%	0.05% - 0.15%
Head of Engineering	2.5% - 5.0%	1.5% - 2.5%	0.8% - 1.5%
VP of Product	2.0% - 4.0%	1.2% - 2.0%	0.6% - 1.2%
Head of Marketing	1.5% - 3.0%	0.8% - 1.5%	0.4% - 0.8%
C-Level (Hired CEO/CTO/CFO)	5.0% - 10.0%	2.5% - 5.0%	1.0% - 2.5%

How Company Stage Impacts Your Ask

The earlier you join, the more equity you should ask for. Here's why:

Pre-Seed / Seed (#1-10 employees)

Risk: Highest (most startups fail at this stage)
Salary: Often below market
Equity ask: Aim for the upper range of benchmarks
Tradeoff: You're taking a bet on the company—demand upside for that risk

Seed / Series A (#11-50 employees)

Risk: Moderate (company has traction but not proven)
Salary: Should be closer to market
Equity ask: Mid-range of benchmarks
Tradeoff: Still early enough to matter, but less risk

Series B+ (50+ employees)

Risk: Lower (company has proven product-market fit)
Salary: Should be at or above market
Equity ask: Lower range of benchmarks is acceptable
Tradeoff: Less equity potential, but more stability and salary

How to Calculate Your Equity Ask

Before you negotiate, know your number. Here's the formula:

Step 1: Find Your Benchmark Range

Use the table above to find your role and stage. For example: Senior Engineer joining at Series A = 0.3% - 0.8%

Step 2: Assess Your Leverage

High leverage: You have competing offers, unique skills, or the company really needs you → Ask for the upper range
Medium leverage: You're a solid candidate but not exceptional → Aim for mid-range
Low leverage: You really want this job and don't have alternatives → Accept lower range or negotiate salary instead

Step 3: Calculate the Dollar Value

Understand what your equity is worth at different exits:

0.5% equity at different exits:

$50M exit = $250,000
$100M exit = $500,000
$500M exit = $2,500,000
$1B exit = $5,000,000

Negotiation Scripts: What to Say

Script 1: Asking for More Equity

"I'm excited about this opportunity and believe I can significantly impact [specific metric you'll improve]. Based on the market benchmarks for my role at this stage, I'd like to discuss the equity offer. I was hoping for something closer to [X%], which would align with what I've seen for similar roles. Can we move closer to that range?"

Script 2: Trading Salary for Equity

"I understand the startup needs to manage cash burn. I'd be open to a lower base salary—say $[X] less—in exchange for additional equity. I was thinking an additional [Y%] would be fair for that tradeoff. What do you think?"

Script 3: When They Say "That's All We Can Offer"

"I understand that's the standard offer. I've done research on market benchmarks for this role and stage, and [X%] is below what I've seen elsewhere. Is there any flexibility? I'm really excited about this role, but the equity is a key part of my compensation decision."

Script 4: Asking About Future Grants

"I understand the initial offer. Can you tell me how the company handles equity refresh grants for employees who perform well? What should I expect in terms of additional equity as I grow in this role?"

Red Flags: When to Walk Away

Some offers are not worth taking. Watch for these red flags:

Equity is dramatically below benchmarks: If they offer 50% less than market without justification
They won't tell you total shares outstanding: You can't calculate your percentage without this
Huge unallocated option pool: A 20% unallocated option pool means massive future dilution
No vesting acceleration on acquisition: You could get wiped out in an exit
Strike price above fair market value: They're offering you options that are already underwater
Vague promises: "We'll take care of you later" without specifics

Key Questions to Ask

Before accepting, get answers to these questions:

What's the total fully diluted shares outstanding? (Required to calculate your percentage)
What's the current 409A valuation? (Helps you understand the strike price context)
How big is the unallocated option pool? (Bigger pool = more future dilution)
What happens to my equity if I'm fired or leave? (Know your post-departure rights)
Does my equity accelerate on acquisition? (Critical for your exit protection)
When was the last funding round? (Helps you assess company stage and runway)
How do refresh grants work? (Understand future equity potential)

Is Your Offer Fair? Check in 60 Seconds

Enter your offer details into our Equity Score Calculator and get an instant assessment of whether your equity package is fair compared to market benchmarks.

Check Your Equity Score (Free)

The Psychology of Equity Negotiation

Most people don't negotiate their startup equity. This is a mistake. Here's why:

Startups expect you to negotiate. The first offer is rarely the final offer.
Equity compounds. An extra 0.1% could be worth $100,000+ at exit.
It sets your baseline. Future grants are often based on your initial grant.
It shows you understand your value. Confident candidates get better offers.

Common Mistakes to Avoid

Not negotiating at all. Always ask—you won't lose the offer for reasonable negotiation.
Focusing only on percentage. Consider salary, role, and growth potential too.
Ignoring dilution. Ask about future funding rounds and the option pool.
Not understanding vesting. Know your cliff, vesting schedule, and what happens if you leave.
Forgetting about exercise costs. Options cost money to exercise—factor this into your decision.
Over-valuing early-stage equity. 2% of nothing is still nothing. Be realistic about exit potential.

FAQ

What if they say no to my counter-offer?
Ask what else they can offer—higher salary, signing bonus, more vacation, or a guaranteed refresh grant. If nothing else is available, decide if the role is worth accepting as-is.

Should I take less salary for more equity?
Only if you believe in the company's exit potential and have the financial runway to accept lower cash. Early in your career, prioritize cash. Later, you can afford more equity risk.

How do I know if my offer percentage is fair?
Compare it to the benchmarks in this guide. Use our Equity Score Calculator for an instant fairness assessment.

What's a good equity offer for a first job?
For your first startup role, expect 0.1% - 0.5% depending on role and stage. Focus on learning and experience, not just equity.

Next Steps

You now know how much equity to ask for. The key is to ask confidently and negotiate reasonably. Startups expect you to negotiate—they won't rescind the offer for a reasonable counter.

Use these tools to finalize your decision:

Equity Score Calculator — Is your offer fair?
Offer Comparison Tool — Compare multiple offers
Equity vs Salary Calculator — Tradeoff analysis
Equity Benchmarks — Detailed benchmarks by role

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