From the analysis of the equity data from 138 job postings from 78 German start-ups, percentage equity offered based on job roles and number of years of experience is as follows:
Equity distribution based on job roles
Technical roles:
- For early employees almost 88% of the jobs are offered in the range of <0,1% to 2,4%
- For later-stage employees 90% of the jobs are offered in the range of <0,1% to 0,9%
Non-technical/ Management roles:
- For early employees all the jobs are offered in the range of <0,1% to 0,9%
- For later-stage employees almost 80% of the jobs are offered in the range of <0,1% to 0,9%
C – Level roles:
- For early employees almost 90% of the jobs are offered in the range of <0,1% to >=10%
- For later-stage employees almost 50% of the jobs are offered in the range of 0,24% to 0,4% and the other 50% got 2,5% to 4,9%.
From the results, it is seen that more equity percentage was offered to early employees than later stage employees for technical roles and C-level roles, almost same equity percentage was offered for non-technical/ management roles in both early and later stage start-ups. The start-ups tend to offer higher share of equity percentages to their employees(especially technical and C-level roles) who join when the teams are small and gradually the percentage of equity offered decreases as the number of employees increase in the company.
Equity distribution based on years of experience
Entry level roles (1-3 years experience):
- For early employees almost 80% of the jobs are offered in the range of <0,1% to 2,4%
- For later-stage employees 75% of the jobs are offered in the range of <0,1% to 2,4%
Mid – senior/ senior level roles (4+ years experience):
- For early employees all the jobs are offered in the range of <0,1% to 2,4%
- For later-stage employees 96% of the jobs are offered in the range of <0,1% to 2,4%
For equity offered for employees based on number years of experience from the results it was seen that there is no significant difference in equity compensations for early and later stage employees based on entry level and mid-senior/ senior level roles, we can say that the number of years of experience are treated equally in both early and later stage start-ups, or more data is needed for further analysis to find the dependency factor.