there are some very important differences that we can focus on, while you can stick with the similarities: 1 - token vesting contracts are often much quicker t

there are some very important differences that we can focus on, while you can stick with the similarities: 1 - token vesting contracts are often much quicker than startup grants, and public company RSUs. A few months to a year, compared to 4 years. 2 - tokens achieve liquidity much faster and more reliably, in comparison to startup companies of a similar age. this allows new organizations to compete in hiring against FAANGs, where employees also are receiving liquid things to sell. 3 - token grants can be alongside startup equity. so its an additional part of the compensation package. As such there is no compromise to rant about. and just to acknowledge the “issue” you care about, correct a market may never occur or form for the tokens, no different than the equity, there you go, a tiny disclaimer on page 34. I agree that every employee should be objective about that, this is the same standard with every kind of organization aiming to compensate partially in non-cash, which puts us right back at square one: pick the one thats both interesting and compensates well.