FAANG, quant finance, AI startups, and beyond — compensation benchmarks across every company type.
Highest total comp packages with significant equity upside
Large RSU grants; 4-year vest with 1-year cliff
Bonus: 15–25% of base, plus discretionary
Mission-driven culture; equity could be transformative pre-IPO
Early equity with significant upside; post-IPO path
Bonus: 10–20% of base
Highest cash compensation; performance bonuses can be extraordinary
Performance bonuses, not equity; partnership tracks
Bonus: 50–150%+ of base based on fund performance
Stable compensation with meaningful equity and strong benefits
RSUs over 4 years; smaller grants than FAANG
Bonus: 10–15% of base
Below-market cash offset by equity lottery ticket; faster career growth
0.1-1.0% equity; outcome-dependent value
Bonus: 5–10% of base typically
Trade-offs: mission alignment, research freedom, or emerging market exposure
Highly variable; may be illiquid for years
Bonus: Varies widely; often absent
Yes — in terms of total cash compensation, top quant firms like Two Sigma, Citadel, and DE Shaw often pay more than FAANG. Base salaries of $200K-$350K plus performance bonuses of 50-150% can result in $500K-$1M+ total cash for top performers. However, FAANG equity can be more valuable long-term.
Potentially yes if you get meaningful equity (0.1-1.0%) at a company with real traction. The key risks are illiquidity and dilution. A 0.5% stake in a startup that exits at $500M yields $2.5M — but most startups don't reach that. Evaluate: stage, market size, team quality, and your personal risk tolerance.