I think if you compare based on sign-on offers offered to candidates with comparable experience, rather than compensation with multiple years of differential st

I think if you compare based on sign-on offers offered to candidates with comparable experience, rather than compensation with multiple years of differential stock movement factored in, you get an ordering more like: Snap > Netflix > Pinterest > (Airbnb, Uber, Lyft) > Facebook > Google > Amazon > Apple > Microsoft. Stripe isn't publicly traded, but if we took for granted their RSU valuation without any discount, it'd be up there with Netflix. Lack of refreshers may knock Netflix down one or two spots, I suppose, but they do have a practice of giving substantial raises for performance, so maybe not. After all, the interesting thing to a prospective candidate isn't how much money the engineers working at those companies are making now, it's what sort of offer(s) they can expect. (Also, all cash comp > 50%+ RSU, imo, even if you bake in an implicit growth factor to equity. The volatility should probably carry a significant penalty.)