Perhaps the most important takeaway was about transparency and clear communication between co-founders. Having formal, documented agreements about compensation philosophy—both immediate (salary) and long-term (equity)—helps prevent misunderstandings and resentment.

Regularly revisiting these agreements as the company evolves ensures that everyone's contribution continues to be valued appropriately. Remember that as your startup grows, your compensation structure should evolve with it.

Building a company is hard enough without adding co-founder compensation disputes to the mix. By approaching these conversations with openness, fairness, and clear documentation, you can create a foundation for a healthy founder relationship that withstands the inevitable ups and downs of the startup journey.

What compensation structure works for your founding team? How have you balanced immediate needs with long-term equity considerations?