The Web3 revolution is reshaping how we think about work, ownership, and compensation. As blockchain-based startups continue to scale, demand for skilled professionals in decentralized finance (DeFi), infrastructure, and web3 gaming has surged. But what does this mean for salaries, equity, and token incentives? A recent compensation survey by crypto venture firm Framework Ventures offers rare insights into the evolving pay landscape across 18 of its portfolio companies.
While the data primarily reflects U.S.-based and international early-to-mid-stage startups, it provides a valuable benchmark for founders, job seekers, and aspiring builders considering a move into the crypto space.
👉 Discover how top performers are positioning themselves in the fast-growing Web3 job market.
Survey Methodology and Key Definitions
Framework Ventures collected compensation data between May and June 2022 from 18 companies in its investment portfolio, ranging from 2 to 80 employees. The firms span DeFi, infrastructure, and web3 gaming — core pillars of the emerging decentralized economy.
It’s important to note:
- Data was gathered from both centralized entities ("companies") and decentralized protocols or DAOs ("projects").
- “Executives” refer to C-suite roles and functional leads (engineering, business development, operations).
- “Engineers” include technical and research-focused roles.
- “Business Operations” covers non-executive, non-engineering roles such as marketing, product, HR, and community management.
All findings are anonymized and aggregated to protect privacy while offering meaningful trends.
Key Findings: How Crypto Startups Compensate Talent
USDC Gains Ground Internationally, But USD Still Dominates in the U.S.
When it comes to payroll, geography plays a decisive role. Over 80% of U.S.-based teams pay employees in U.S. dollars due to limited support for crypto payroll solutions among traditional HR and benefits providers.
However, stablecoins like USDC are increasingly common — especially outside the U.S. Approximately 50% of international teams use USDC or another stablecoin as the primary form of compensation for all employees. Nearly all offer USDC as an option for both full-time staff and contractors.
Interestingly, about half of these global firms price salaries in USD, while the other half use local currencies. This shift signals growing acceptance of digital assets as legitimate wage instruments — a trend likely to accelerate with broader financial infrastructure adoption.
👉 See how leading Web3 professionals manage their multi-currency earnings securely.
Equity vs. Tokens: Ownership Structures Vary by Stage and Entity Type
One of the most distinctive aspects of Web3 compensation is the dual use of equity (in centralized companies) and tokens (in decentralized networks or DAOs). Both serve as long-term incentives but differ significantly in structure and dilution dynamics.
Key takeaways:
- Only a small fraction of U.S.-based teams have launched or plan to launch tokens. In contrast, over 25% of international projects already have tokens live, with most others planning issuance.
- Early-stage startups are less likely to issue tokens compared to mature protocols.
- In DAOs, token ownership is the standard incentive model, replacing traditional equity.
- Across the board, twice as many companies offer equity compared to tokens as part of compensation packages.
For example:
- A software engineer joining a DAO early might receive up to 0.5% of the total token supply.
- The same engineer at a traditional startup could get 1% equity — though this may be diluted over funding rounds.
Unlike equity, which typically undergoes significant dilution during fundraising, token ownership is often based on maximum supply, making early grants more impactful. However, this only holds true for fixed-supply tokens; inflationary models can still lead to dilution.
Vesting schedules largely follow Web2 norms: 4-year linear vesting with a 1-year cliff. That said, token unlock periods vary — some projects use 2-year linear unlocks or include additional locks even after vesting, particularly if tokens are used for staking or governance.
Remote Work Is the New Standard
Over two-thirds of surveyed companies identify as fully distributed, with remote work embedded in their operational DNA. Even U.S.-based startups employ over 33% international talent, reflecting the borderless nature of blockchain innovation.
Early-stage teams are more likely to remain remote-first. As companies raise Series A or B funding, some establish physical offices — but distributed teams remain the norm rather than the exception.
This global hiring model allows startups to access top-tier talent regardless of location while keeping costs competitive — especially when compensating employees in lower-cost regions.
Founder Compensation: Modest Salaries, High Ownership
Founder salaries are surprisingly consistent across startups:
- Early-stage founders typically pay themselves between $100K–$175K annually, with most clustering around $130K–$160K.
- U.S. founders tend to earn slightly more; international founders adjust based on local cost of living.
- Later-stage founders may earn $175K–$225K, reflecting increased responsibilities and company maturity.
While cash compensation stays modest, founders hold substantial ownership stakes:
- Early on, they may own ~80% of equity, later diluted to 30–50% post-funding.
- In DAOs, individual founders usually own 2.5–7.5% of total token supply, with solo founders reaching up to 10%. Teams collectively hold 8–12%.
This highlights a key Web3 principle: value accrues through protocol ownership, not just salary.
Executive Pay: High Equity, Location-Insensitive Roles
Non-founder executives in early startups earn salaries similar to founders — typically $120K–$160K. However, their equity packages are richer, ranging from 1.0% to 4.0% ownership, depending on role and stage.
Top-paying executive roles include:
- Chief Technology Officer (CTO)
- Head of Engineering
- Head of Business Development / Partnerships
In later-stage companies, executive pay surpasses founder salaries — many exceed $225K, especially in sales and revenue leadership roles where performance bonuses apply.
U.S.-based executives start at higher base salaries (no one below $100K), but technical leadership roles show little geographic disparity — a testament to the globalized talent pool.
Equity grants:
- Late-stage company executives: 1.0–2.0% equity
- DAO / protocol executives: 0.5–1.0% of max token supply
Crypto Engineer Salaries: High Demand Drives Premium Pay
Despite a growing number of developers learning Solidity, Rust, and blockchain architecture, talent remains scarce — especially for specialized roles.
Most engineers (including non-crypto specialists) earn between $100K–$175K, with those in lower-cost countries often on the lower end.
However, true crypto-native engineers command higher compensation:
- Over 15% earn above $175K
- Top earners approach $300K in base salary
- Many work with DAOs or decentralized protocols and hold 0.10%–0.40% of token supply
These figures underscore the premium placed on deep technical expertise in consensus mechanisms, smart contracts, and cryptographic security.
Business Operations Roles: Location Matters Most
Non-engineering roles like marketing, sales, product, and operations show greater salary variation based on geography.
Top-paying positions:
Business Development / Partnerships:
- Mid-level: $80K–$120K
- Senior: ~$150K
Marketing & PR:
- Mid-level: $80K–$100K
- Senior: ~$140K
- Product & Finance: Similar range, typically hired at later stages
Lower-compensated roles include operations, design, HR, and community management — usually under $130K for non-managers.
Frequently Asked Questions (FAQ)
Q: Are crypto salaries higher than Web2 tech jobs?
A: Base salaries are often comparable, but Web3 offers greater upside through equity and tokens — especially in early-stage projects where ownership stakes can be transformative if the protocol succeeds.
Q: Should I accept payment in stablecoins?
A: Yes — if you’re comfortable managing digital assets. Stablecoins like USDC offer borderless payments and integration with DeFi tools for yield generation or lending. Just ensure you understand tax implications in your jurisdiction.
Q: How do vesting schedules differ between equity and tokens?
A: Both commonly follow 4-year vesting with a 1-year cliff. However, token unlocks can vary — some projects use shorter periods or impose additional locks for governance participation.
Q: Is remote work permanent in Web3?
A: Absolutely. Distributed teams are foundational to the ethos of decentralization. Most Web3 companies have no plans to return to office-centric models.
Q: Do DAO contributors get paid fairly?
A: Compensation varies widely. Some DAOs offer competitive token-based pay; others rely on volunteerism. Always review the tokenomics and treasury health before joining.
Q: How can I negotiate better Web3 compensation?
A: Focus on total package value — not just salary. Consider token allocation size, vesting terms, unlock schedule, governance rights, and potential upside based on protocol growth.
Final Thoughts
While based on a limited sample size, Framework Ventures’ report offers one of the most comprehensive snapshots of Web3 compensation trends to date. It reveals a landscape defined by flexibility, global talent pools, and innovative ownership models.
Whether you're a founder building a team or a professional exploring new opportunities, understanding these dynamics is crucial for long-term success in the decentralized economy.
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