2/ We excluded RSUs and options comp. Also it's offer data so doesn't incorporate raises/retention comp. Equity as a % is a separate graph, we had to use a log scale as range is so large.
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3/ That's also why diff between 50th percentile senior and junior engineer might seem lower than you'd expect, SV tech co's (of all sizes) tend to skew towards more of the compensation being in equity (private/public) + retention
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