From the linked article on Coinbase's compensation ( https://blog.coinbase.com/how-coinbase-is-rethinking-its-approach-to-compensation-9aaf7d5d638e https://blog

From the linked article on Coinbase's compensation ( https://blog.coinbase.com/how-coinbase-is-rethinking-its-approach-to-compensation-9aaf7d5d638e https://blog.coinbase.com/how-coinbase-is-rethinking-its-app... ): > Because our standard offers are world-class, we are officially eliminating negotiations on salary and equity from our recruiting process. > We are OK if we lose some candidates due to this decision — the best candidates for Coinbase are those who are looking for a highly competitive package and are ready to let their contributions speak for themselves. I'm sorry but that's a self-contradiction (even oxymoron). "highly competitive package" these days is after negotiation, period. If you're 100% firm on the offer when asked, then people seeking "highly competitive package" (after balancing all other factors of course) can and will simply walk. As for the "let their contributions speak for themselves": For (especially early stage) startups, any promise to raise the compensation later *cannot be trusted*, period. It's not written on your offer (except for maybe "guaranteed/target bonus"), and the management could always come up with "budgets" --- basically handing out far less than what would make up for the initial compensation deficit, maybe except for a few people in the "inner circle". Having been both in and out of the "inner circle" myself, this difference can be significant over time. Also as the startup goes through funding rounds, company policy will change and the people who "promised" you will inevitably leave, etc. etc.