The Web3 revolution is reshaping the future of work, and with it, the landscape of compensation in the crypto startup ecosystem. As demand for skilled professionals surges, both founders and job seekers are asking a critical question: What are crypto startups actually paying their employees? A recent compensation survey by Framework Ventures offers rare, data-driven insights into salary structures, token and equity allocations, and hiring trends across 18 early- to mid-stage Web3 companies.
While the data was collected in mid-2022 and reflects conditions at that time, its patterns remain highly relevant for understanding current norms in decentralized organizations, remote-first teams, and global talent distribution.
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Survey Methodology and Key Definitions
Framework Ventures analyzed compensation data from 18 portfolio companies ranging from 2 to 80 employees. These firms operate primarily in DeFi, infrastructure, and Web3 gaming—three of the most dynamic sectors in blockchain innovation.
The dataset includes both centralized companies and decentralized entities such as DAOs (Decentralized Autonomous Organizations) and protocols. All information was gathered between May and June 2022, providing a snapshot of market conditions before major macroeconomic shifts later that year.
Key terms used in this report:
- Executive: Refers to C-suite roles and functional leads (e.g., engineering, business development, operations).
- Engineer: Encompasses technical roles including smart contract development (Solidity, Rust), blockchain architecture, and research.
- Business & Operations (Non-Engineering): A broad category covering marketing, sales, product management, HR, community management, and general operations.
- Tokens vs. Equity: Tokens grant access and governance rights within a decentralized network or DAO; equity represents ownership in a traditional corporate entity.
This distinction is crucial—compensation models vary significantly depending on whether a company is centralized or decentralized.
Key Findings: Salaries, Tokens, and Global Trends
Fiat Still Dominates in the U.S., But Stablecoins Are Rising Globally
In U.S.-based teams, over 80% use U.S. dollars as the primary payroll currency. Most payroll service providers don’t yet support stablecoin disbursements for full-time employees, limiting adoption despite growing interest.
However, many U.S. startups offer USDC as an option for contractors. Full-time staff receiving stablecoin salaries remain rare but not unheard of.
Internationally, the picture changes dramatically:
- Around 50% of non-U.S. companies pay all employees in USDC or other stablecoins.
- Nearly all international firms provide USDC as a payment option for both full-time hires and contractors.
- About half price salaries in USD equivalents; the rest use local currencies.
This reflects both practical needs—stablecoins simplify cross-border payments—and cultural alignment with Web3 values.
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Token and Equity Allocation: Structure Matters More Than Norms
While equity remains more common than tokens—offered at roughly twice the rate—the real story lies in how structure and stage influence ownership models.
- U.S. teams are less likely to issue tokens; most have no immediate plans to launch one.
- In contrast, over 25% of international projects already have live tokens, with most others planning future launches.
- Early-stage companies rarely issue tokens; later-stage or decentralized projects do so more frequently.
For employees, ownership stakes differ significantly between centralized and decentralized models:
| Role | Equity Stake (Company) | Token Stake (DAO) |
|---|---|---|
| Software Engineer (Early Hire) | ~1% | ~0.5% of max supply |
But long-term value depends on dilution dynamics:
- Equity is subject to dilution across funding rounds.
- Token ownership is typically based on maximum supply, making early grants more valuable if supply is fixed.
However, inflationary token models can still lead to dilution over time. Vesting schedules mostly follow Web2 standards: 4-year linear vesting with a 1-year cliff, though some projects opt for 2-year unlocks or no lock-up periods.
Notably, even after unlocking, tokens may be staked or delegated for governance—adding utility beyond pure financial gain.
Remote Work Is the New Standard
Over two-thirds of surveyed companies identify as "fully distributed," with remote work as their default operating model. Even U.S.-headquartered firms employ over 33% international staff, underscoring the borderless nature of Web3 talent.
Early-stage startups are almost universally remote. As companies raise Series A or B funding, some establish physical offices—but distributed teams remain the norm.
This global footprint allows access to top talent regardless of geography while keeping costs flexible.
Founder Compensation: Modest Salaries, High Ownership
Founders typically take minimal salaries—especially in early stages—to extend runway and signal commitment.
Annual founder compensation ranges:
- Early Stage: $100K–$175K (most cluster around $130K–$160K)
- Later Stage: $175K–$225K
U.S.-based founders tend to earn slightly more; international founders adjust based on cost of living.
Ownership stakes tell a different story:
- Founders often start with ~80% equity, diluted to 30–50% post-Series B.
- In DAOs, individual founder token allocations range from 2.5% to 7.5%, with independent founders occasionally holding up to 10%.
- Most founder teams collectively hold 8–12% of total token supply.
Executive Pay Beyond Founders
Non-founder executives at early-stage startups earn salaries comparable to founders: $120K–$160K annually. However, their equity packages are richer—typically 1.0%–4.0%—depending on role and responsibility.
Top-paying roles include:
- Chief Technology Officer (CTO)
- Head of Engineering
- Head of Business Development
At later stages:
- Executive salaries exceed **$225K**, with some reaching $300K+.
- U.S.-based executives earn higher base pay; technical roles show less geographic disparity.
- Standard equity grants: 1.0%–2.0% for companies; 0.5%–1.0% of max token supply for DAOs.
Sales and revenue leaders often receive performance-based bonuses, increasing total compensation significantly.
Crypto Engineer Salaries: High Demand, Wide Range
Despite a wave of developers learning Solidity, Rust, and blockchain architecture, skilled engineers remain scarce.
Base salary distribution:
- Over 55% earn $100K–$175K
- More than 15% exceed $175K**, with top earners nearing **$300K
International engineers dominate this field (>65%), but top-tier talent commands premium pay regardless of location.
Crypto-native engineers (e.g., protocol developers) are more likely to work with DAOs and hold tokens—typically between 0.10% and 0.40% of total supply.
Business & Operations Roles: Location Matters Most
Unlike technical roles, non-engineering positions see greater pay variation by geography.
High-paying roles:
- BD/Partnerships: Mid-level ($60K–$100K), Senior ($150K)
- Marketing & PR: Mid ($80K–$100K), Senior (~$140K)
- Product & Finance: Similar range, usually hired at later stages
Lower-compensated roles include operations, design, HR, and community management—typically earning $120K–$130K at non-executive levels.
Frequently Asked Questions (FAQ)
Q: Are crypto salaries paid in cryptocurrency or fiat?
A: It depends on location and company structure. U.S. firms mostly use fiat (USD), while international teams increasingly adopt stablecoins like USDC for cross-border efficiency.
Q: Do Web3 employees get both salary and tokens?
A: Yes—especially in decentralized projects. Employees often receive base pay plus token grants that vest over time, aligning long-term incentives with network growth.
Q: How does equity in a crypto startup compare to traditional tech?
A: Early hires may get larger equity percentages than in Web2 startups, but dilution risk is higher across funding rounds. In DAOs, token ownership avoids dilution if supply is capped.
Q: Is remote work standard in Web3 companies?
A: Absolutely. Most Web3 startups are fully distributed by design, embracing global talent pools and decentralized operations from day one.
Q: What’s the average salary for a blockchain developer?
A: Most earn between $100K–$175K, with top specialists reaching $300K—especially in high-demand areas like smart contract security or layer-1 protocol development.
Q: Should I join a DAO or a traditional crypto startup?
A: DAOs offer more token-based ownership and autonomy but less legal protection. Traditional startups provide clearer roles and benefits but may offer less upside potential.
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