I have a post on HN about salary negotiating tactics from early in my career which included as coda “N) Own the effing company.” and it really is quite the cheat code.
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While that is true, I wonder how well founders would do if it were a real negotiation, with someone representing the company who was not in a conflict of interest.
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They’d probably on aggregate do slightly better than they did in their last salary negotiation, which in my experience of talking to people is not notably great for most folks, but this is one of those “While that’s an interesting thought experiment that entirely changes things.”
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I also thing you’re just using a different definition of “risk” (yours is the conventional one used in business, of course).
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There needs to be a better model for profit / success sharing with early employees. Anyone who’ve worked in early stage co knows that companies DO cease to exist if they can’t retain good early employees and I believe compensation should reflect that.
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In that case the problem is self correcting. And tonthe degree that companies see this enough they may wise up. Or erstwhile former company employees can refound failured companies.
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I've learned long ago that this game will never be fair. So either learn to play it, accept the rules, or leave.
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