# How much equity should I get at a Series A through D startup?

> Counteroffer · Answers · offer
> Source: https://trycounteroffer.com/answers/equity-grant-by-stage


**Short answer:** Equity grants vary significantly by stage. Series A startups typically grant 0.1-1.0% to first 10-20 hires depending on role and seniority. Series B grants are typically 0.05-0.3% for new hires. Series C is 0.02-0.15%. Series D is 0.01-0.10%. Senior leaders get the higher end of ranges; executives often get more. Total grant value matters as much as percentage: median equity comp at $200K base ranges from $80K-$300K of grant value at most stages.

## Equity by stage and role (percentages)

These are rough benchmarks from public sources (Carta, Index Ventures, Wealthfront). Specific numbers vary by company, geography, and individual negotiation.

### Series A (first 10-20 employees)

| Role | Typical equity grant |
|---|---|
| Engineer (IC) | 0.1-0.5% |
| Senior Engineer | 0.3-1.0% |
| Engineering Manager | 0.5-1.5% |
| Head of Engineering | 1.0-3.0% |
| VP Engineering | 2.0-5.0% |
| Head of Sales/Marketing/Product | 1.0-3.0% |
| First product designer | 0.3-1.0% |

### Series B

| Role | Typical equity grant |
|---|---|
| Engineer (IC) | 0.05-0.25% |
| Senior Engineer | 0.1-0.4% |
| Engineering Manager | 0.2-0.6% |
| Director Engineering | 0.4-1.0% |
| VP Engineering | 0.8-2.0% |
| Head of department roles | 0.5-1.5% |

### Series C

| Role | Typical equity grant |
|---|---|
| Engineer (IC) | 0.02-0.15% |
| Senior Engineer | 0.05-0.25% |
| Engineering Manager | 0.1-0.4% |
| Director | 0.2-0.6% |
| VP | 0.4-1.2% |

### Series D and late-stage

| Role | Typical equity grant |
|---|---|
| Engineer (IC) | 0.01-0.10% |
| Senior Engineer | 0.03-0.15% |
| Engineering Manager | 0.05-0.25% |
| Director | 0.1-0.4% |
| VP | 0.2-0.8% |
| C-suite (new hire) | 0.5-3.0%+ |

## Equity by dollar value

Percentages alone don't tell the full story. Dollar value of the grant (at current 409A or last preferred price) is often more useful for comparison:

| Stage | Median IC equity comp value | Median senior IC | Median Director |
|---|---|---|---|
| Series A | $100K-$300K total grant | $200K-$500K | $400K-$1M |
| Series B | $150K-$400K | $250K-$600K | $500K-$1.5M |
| Series C | $200K-$500K | $300K-$800K | $600K-$2M |
| Series D+ | $200K-$500K | $300K-$800K | $700K-$2.5M |

Note: total grant value, vested over 4 years, gives annual equity comp ranging from $25K-$150K+ at IC levels and $100K-$600K+ at director levels.

## Factors that affect grant size

Within these ranges:

**Company stage and momentum.** Earlier or faster-growing companies grant more. Slower-stage or struggling companies grant less.

**Geography.** SF and NYC grants tend to be larger; remote-only or other-city grants sometimes smaller.

**Recruiting urgency.** Critical roles or competitive talent markets get larger grants.

**Prior equity.** If you're bringing significant unvested equity from a prior company, the new grant often includes a "buyout" component.

**Role criticality.** Roles tied to revenue (engineering leadership, head of sales) often get larger grants than support roles.

**Seniority and experience.** Industry tenure and demonstrated track record affect grant size.

## How to evaluate your specific offer

Compare against:

1. **Levels.fyi** for your role/level at the specific company (if data exists)
2. **Pave market data** for the role and stage
3. **Carta equity benchmarks** by stage
4. **Public IPO disclosures** for late-stage private companies (S-1 filings reveal historical grant practice)
5. **Network conversations** with peers at similar companies (use carefully)

If the offer is below the 50th percentile for your role and stage, you have room to negotiate upward. Standard practice is to negotiate up to the 75th percentile with strong rationale.

## Negotiating equity grants

Counter language for equity grants:

> "Based on Pave/Carta benchmarks for [Role] at [Series X] companies, the median grant for this role is approximately [X percent / Y units]. The current offer at [Z] is at the [Nth] percentile. To align with median, I'd like to request an adjustment to [target]."

What works:

- Specific data citations (Pave, Carta, Levels.fyi)
- Comparable companies at similar stage
- Clear ask with specific number, not vague "more"
- Tied to peer practice not personal preference

What doesn't work:

- "I'm worth more"
- "Other companies offered me more" (if untrue)
- Generic "more equity"
- Comparison to dramatically larger or earlier-stage companies

## What to do next

If you want a delivered analysis of your specific offer including equity grant benchmarks and recommended counter language, we deliver one in 24 hours for $199. See [Offer Review](https://trycounteroffer.com/offer).

## Sources

- Carta startup compensation reports
- Index Ventures Option Pool Shuffle data
- Wealthfront startup equity benchmarks
- Pave market compensation data
- Public S-1 filings of recent IPO companies

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- [What's negotiable in a job offer?](https://trycounteroffer.com/answers/whats-negotiable-in-job-offer)
- [RSU vs ISO vs NSO - what's the difference?](https://trycounteroffer.com/answers/rsu-vs-iso-vs-nso)

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Last updated: Sun May 31 2026 00:00:00 GMT+0000 (Coordinated Universal Time)

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