> that's often the wage differential between FAANG and the Small Co I'm intentionally not including FAANG salaries here. Two things need to happen for that to

> that's often the wage differential between FAANG and the Small Co I'm intentionally not including FAANG salaries here. Two things need to happen for that to be relevant - you a) need to be at that level, professionally and b) you need to have the disposition to work at a FAANG. I learned a long time ago that I don't have the patience for big-company politics, so it doesn't really matter to me what those salaries are; you might as well tell me I could make $400k if I went to medical school and became a doctor. It might as well be a different career path. Startups know that they can't compete with FAANG salaries; the only way forward is not to try. > If you're having trouble hiring seniors, ensuring that you retain your existing seniors is probably step zero. That's great long-term thinking - the issue is that people who refuse to post salary bands because "they don't want to hire people who are motivated by money" have a fundamentally short-term perspective.