Hi Manish! Thank you for doing this My question is - What are the things to keep in mind while designing a compensation structure for early stage startups which ensures attraction and retention of talent?

So when I joined Flint, I started collecting compensation data from different sources for tech and product team.( different level from SDE 1 to VP ) have it in the form of Mean , Median and Max for each role and level. Also have it different for different skill set( for Eg in Front end you have different stacks some are niche and some are generic) Then I spoke to few HR from top tech startup space and understood the market standard. we also understood the break up of compensation they were offering and reason why they had such ratio.( Fixed + JB + Retention Bonus + Performance Bonus + ESOP etc) Before Finalising the comp structure we also took the feedback from different employees on what is that they enjoy in comp and why and then we designed the final structure which was not heavy on company plus which is very simple to understand with no complications and jargons.