Recruitment reward exchange

1, grassroots employees, according to the average market wage, 100% of the average market wage!

2, middle and high-level employees, basic salary+options, basic salary is roughly equivalent to 50-70% of the average market salary!

3. Core executives, partners, basic salary+stock options, the basic salary is roughly equivalent to 0-30% of the average market salary!

This is a typical "inverted triangle" salary structure, and it is also suitable for most startup companies.

1, grass-roots staff, normal salary.

A) Grassroots employees are recruited according to normal market wages.

B) Grass-roots employees have normal salary guarantee, and then the company atmosphere is better, teamwork and struggle consciousness are stronger, and grass-roots employees can work more.

C) After the start-up company is developed, it can give some options to grass-roots employees, whether it is gifts or half-selling and half-giving, which is an expectation and unexpected surprise for employees in the future.

D) Start-up companies can cultivate "all-rounders" from grass-roots employees, so that employees can learn more and grow more, which is beneficial to both the company and employees.

E) Start-ups provide a good platform and a good development space. The company encourages and supports capable and potential grass-roots employees, gives them more development opportunities and platforms, excavates talents and promotes talents from within!

F) All employees of the startup company attach importance to marketing, and all departments fully serve and guarantee the development of business work. The company has made money, and everyone will share the money!

G) Grass-roots employees, whose previous academic qualifications will be low, will not affect the overall situation. Most startups are like this!

2, middle and senior employees, the basic salary is slightly lower than the market average salary+some options.

A) The basic salary of middle and senior employees is about 50-70% of the normal market salary, and other insufficient parts are replaced by options. The higher the position, the more optimistic about the company's future. The more options, the lower the basic salary.

B) Startups are getting better and better, with higher sales performance and higher valuation. Correspondingly, the middle and high-level employees who entered the post in the later period have higher and higher basic salaries and fewer choices. Because the "option" is more valuable, and the startup company itself has more funds, it can be used to pay the "high basic salary" of middle and high-level personnel!

C) The business development of the startup company, the vision of the founder and the ability to "fool" are very important, which determines how many short-term benefits each middle-level and high-level personnel are willing to lose to strive for "uncertain high returns in the future"! If middle and high-level personnel have a hunch about the company's development prospects, many middle and high-level personnel will choose more options and less basic salary!

D) startups are becoming more and more "flat". One result of flattening is that the number of middle and high-level employees will be relatively reduced, which can not only reduce the company's human expenditure, but also speed up the company's feedback and improve work efficiency.

3. Core executives and partners, with low or no basic salary, have stock options!

A) Core executives and partners must be "low base salary+stock options", or even core executives who don't take the base salary.

B) Core executives and partners, few but good. Authorization, each tube, each perform their duties, belong to business partners, and start a business together!

Start-ups are suitable to adopt the "inverted triangle" salary structure!

Regarding the salary structure of startup companies, there are the following suggestions:

1, better troops and simpler administration, fewer personnel, better shortage than abuse!

2. Flat organizational structure. The model of "big department, small supervisor" is very suitable for startup companies. The whole company is 2-3 big departments. The boss and partner are in charge of a large department, and then several supervisors are promoted from the grassroots employees. This structure is more effective and the feedback speed is extremely fast. No one is trying to pass the buck!

3. There should be fewer regular employees, and interns, outsourcing, outsourcing and temporary workers can be used more! "There is a job, someone does it; Without a job, the company only needs to support a few regular employees, which is very important for startups!

4. Business-oriented, business-centered, and all-staff marketing to provide services and guarantees for the company's business. Whoever can bring orders and money back to the company will get commission and bonus! Rule number one, no discrimination.

It is necessary to draw cakes for employees. While painting cakes, we should step up business payment and cash in the commission reward in time, so that all employees can see the performance, progress, hope and future, and continue! "Ideal shines into reality, and reality tempts everyone to look forward to a better future"! Until the final success, divide the money!