The Web3 industry has long been shrouded in mystery—especially when it comes to compensation. With promises of life-changing wealth through token ownership and remote work opportunities, many professionals are asking: Can you really earn a six-figure salary in crypto? Thanks to a comprehensive compensation analysis by Framework Ventures, we now have clearer insights into the actual pay scales across founders, executives, engineers, and operational roles in the Web3 space.
This report, based on data collected from 18 venture-backed startups in mid-2022, offers a rare glimpse into the evolving salary landscape of early- to mid-stage Web3 companies—most of which operate in DeFi, infrastructure, and blockchain gaming.
Methodology and Key Definitions
To ensure accuracy and relevance, Framework surveyed companies within its portfolio ranging from 2 to 80 employees. The findings reflect compensation practices primarily in early- and growth-stage startups, many backed by institutional investors.
Key terms used in the report:
- Executives: CXO-level roles and heads of core departments (engineering, business development, operations).
- Engineers: Technical contributors, including blockchain developers and researchers.
- Business Operations: Non-executive, non-engineering roles such as marketing, product, HR, and community management.
- DAOs & Decentralized Protocols: Fully decentralized networks where governance is token-based.
All data was collected between May and June 2022 from U.S.-based and international teams.
Salary Trends Across Roles
Founders: Pay Reflects Company Stage
Founder compensation is closely tied to the maturity of the project. Early-stage founders typically take modest salaries—between $100,000 and $175,000 annually—to preserve runway. This range aligns with a comfortable but frugal lifestyle, especially in high-cost areas like San Francisco.
Later-stage founders (post-Series A/B) see their salaries rise to $175,000–$225,000, reflecting increased responsibilities and company valuation.
While cash compensation varies, equity remains the primary wealth driver. Founding teams initially hold around 80% of company equity, diluted over time to 30–50% after multiple funding rounds. In DAOs or tokenized protocols, founders usually own 8–12% of the total token supply, with solo founders claiming up to 10%.
Executives: High Base Pay with Strong Incentives
Non-founder executives at early-stage companies earn salaries comparable to founders—typically $120,000–$160,000. However, their equity packages are often more generous, ranging from 1.0% to 4.0% ownership, depending on role and timing.
At later stages, executive pay surpasses that of founders, frequently exceeding $225,000. The highest earners are CTOs (Chief Technology Officers) and CROs (Chief Revenue Officers), many of whom receive performance-based bonuses.
U.S.-based executives rarely earn below $100,000. Notably, technical leadership roles like CTO show minimal pay gaps between U.S. and international hires—indicating global demand for top-tier talent.
In DAOs, executives typically receive 0.5%–1.0% of the max token supply, aligning incentives with long-term protocol success.
Engineers: Among the Best-Paid in Web3
Crypto engineers remain in high demand despite growing interest in learning Solidity, Rust, and blockchain architecture.
Over 55% of engineers earn base salaries between $100,000 and $170,000, with those in lower-cost regions sometimes earning under $100,000. However, specialized roles—such as Solidity developers, Rust engineers, and blockchain architects—command premium pay regardless of location.
More than 15% of these specialists earn close to $300,000, making them some of the highest-paid individuals in the ecosystem. Many also participate in side projects or DAOs, earning additional tokens worth 0.1%–0.4% of a project’s total supply.
These figures underscore a key truth: deep technical expertise in blockchain development continues to be one of the most valuable skill sets in Web3.
Business Operations: Location Matters
Roles in marketing, sales (BD), product, finance, and operations show greater geographic disparity in pay.
Professionals based in North America or Europe generally earn significantly more than those in lower-cost countries. For example:
- BD/Partnerships: Mid-level ($60K–$120K), Senior (~$150K)
- Marketing/PR: Mid-level ($80K–$100K), Senior (~$140K)
- Product & Finance: Similar ranges, mostly hired at later stages
- Operations, Design, HR, Community Management: Max out around $120K–$130K
These roles are essential but less likely to receive large equity grants compared to technical or executive positions.
Payment Methods: USD Dominates, But Stablecoins Rise
Despite the decentralized ethos of Web3, most U.S.-based companies still pay salaries in fiat (USD)—over 80% use dollars as the primary payment method. This simplifies tax compliance, benefits administration, and daily spending.
However, stablecoins like USDC are gaining traction internationally. About 50% of global teams offer USDC as a primary or optional payment method. Some fully remote teams pay contractors or even full-time employees entirely in stablecoins.
This shift reflects both financial inclusivity and the borderless nature of crypto workforces.
Equity vs. Tokens: Understanding Ownership Models
One of the most nuanced aspects of Web3 compensation is the difference between traditional equity and token-based incentives.
- Equity represents ownership in a centralized legal entity.
- Tokens grant utility, governance rights, and access within decentralized ecosystems.
While both serve as retention tools, their structures differ:
- Roughly twice as many companies offer equity compared to token ownership.
- Early engineers at equity-based firms may receive 1% equity, while DAO contributors might get ~0.5% of max token supply.
- Equity is subject to dilution over funding rounds; token allocations are often fixed at issuance (though inflationary models can cause future dilution).
Vesting schedules follow familiar patterns: typically 4-year vesting with a 1-year cliff, though some projects opt for shorter (2-year) periods or lock tokens post-vesting to prevent immediate selling.
👉 Learn how leading Web3 projects balance equity and token incentives to attract elite talent.
Remote Work Is the New Standard
Over two-thirds of surveyed companies identify as fully distributed, embracing remote-first cultures. Even U.S.-headquartered firms employ team members from across the globe.
Early-stage startups are almost exclusively remote, while later-stage companies may establish physical offices after Series A or B funding.
This global hiring model enables access to diverse talent pools but introduces complexity in payroll, taxation, and compliance.
Frequently Asked Questions (FAQ)
Q: Do Web3 employees really earn six-figure salaries?
A: Yes—especially engineers, executives, and early hires. Base salaries for technical and leadership roles often exceed $150K, with top performers nearing $300K.
Q: Are salaries paid in cryptocurrency common?
A: Partially. While most U.S. employees are paid in USD, international teams frequently receive stablecoins like USDC. Full crypto payment remains optional in most cases.
Q: How does token compensation compare to stock options?
A: Token grants are often larger in percentage terms but come with higher volatility and regulatory uncertainty. Unlike diluted equity, tokens are usually based on total supply—but inflationary models can erode value over time.
Q: Is remote work standard in Web3?
A: Absolutely. The vast majority of Web3 companies operate remotely, leveraging global talent without geographic constraints.
Q: What role offers the highest earning potential?
A: CTOs and senior blockchain engineers lead in total compensation due to high base pay and significant equity or token grants.
Q: How transparent are Web3 salary practices?
A: More transparent than traditional tech—but still evolving. Framework’s report helps bring clarity to an otherwise opaque market.
Final Thoughts
While this dataset is limited in size and rooted in 2022 trends, it provides invaluable benchmarks for anyone navigating Web3 careers—from job seekers to hiring founders.
Core keywords emerging from this analysis include: Web3 salary, crypto engineer pay, token compensation, remote blockchain jobs, DAO salaries, stablecoin payments, founder income, and equity vs tokens.
As the ecosystem matures, expect greater standardization in compensation frameworks—and continued innovation in how value is shared across decentralized networks.