I agree with jasonkester. Unless you are a very early employee getting an out-sized amount of equity (>2%) then you should be damn close to market from the begi

I agree with jasonkester. Unless you are a very early employee getting an out-sized amount of equity (>2%) then you should be damn close to market from the beginning. Of course startups pay less, but more than 10% off market is terrible. Even early employees should be brought up to market very quickly once funding happens. If you google it, you'll find the consensus is that founders can pay themselves market after series A. You better be getting market too. The best way to get a raise post funding round as an employee is to go in guns blazing in your next salary/performance review. Make sure to keep a list of your accomplishments, tie them to the revenue of the company, outline what you're excited about in the coming year, and print out a payscale report of how under market you are and say something like, "I'm getting a bit demoralized by how under market I am. It will be a load off my mind and make it much easier for me to stay motivated for all that we have ahead if this can get corrected." If you are invaluable to them you will receive the raise. If you're not, then you're getting the better end of the deal and you should look for a job where you can be invaluable. If you are invaluable and they give you a shitty raise, you can be more explicit with them, but it's likely that you'll need to job hop to get what you want. I got a 30% raise doing what I just outlined.