You can get most of the benefits of this without the downsides with profit-sharing The downside is 200k is not enough to compete with the silicon valley for to

You can get most of the benefits of this without the downsides with profit-sharing The downside is 200k is not enough to compete with the silicon valley for top engineers, but enough to compete with everyone for support, designers etc The upsides are the ones they listed: getting rid of the bad incentives that yearly reviews bring, focusing people on what really matters (success of the company) With profit sharing you design per role how much of a share of the profits one should get and everyone in the same role is paid the same. It's not tied to your output, your yearly review, nor your experience and the only way to make it go up is switch roles or make the company grow