TechCrunch Disrupt 2025 is set to host a must-attend session for founders grappling with a critical challenge: how to attract and retain top talent in a competitive market. Titled “Hiring for Startups: Ditching the Pitch, Perfecting the Package,” the panel will bring together experts from Pulley (a startup equity management platform), 645 Ventures (a VC firm focused on early-stage tech), and Epigram Legal (a law firm specializing in startup employment) to break down why compensation— not just a flashy company pitch—has become the make-or-break factor for hiring success. The session will take place during the event’s October 27–29 run in San Francisco, targeting founders, HR leaders, and anyone tasked with building teams at emerging startups.

In today’s tight labor market, where top engineers, product managers, and designers have their pick of offers from tech giants and well-funded startups alike, a compelling mission or “disruptive” idea is no longer enough. According to recent data from Pulley, 78% of candidates who turn down startup offers cite “uncompetitive or unclear compensation” as the primary reason—up from 52% just three years ago. The panel will argue that startups need to rethink their hiring playbook: instead of leading with a pitch about future growth, they should prioritize transparency, flexibility, and creativity in their compensation packages.

The Panelists: Experts Shaping Startup Hiring Strategies

Each panelist brings a unique perspective to the conversation, rooted in their work supporting startups at different stages:

• Mike Mignano (CEO of Pulley): Pulley helps over 2,000 startups manage equity grants, stock options, and compensation planning. Mignano will share data-driven insights into what candidates actually want—from clear equity breakdowns (avoiding “hidden” vesting cliffs) to flexible pay structures (e.g., choosing between higher base salary or more equity).
• Nnamdi Okike (Founding Partner at 645 Ventures): 645 Ventures has invested in over 100 startups, including hiring-focused tools like Greenhouse. Okike will speak to how VC-backed startups can balance limited budgets with competitive offers, and why “compensation storytelling” (framing equity as a shared stake in success) matters more than ever.
• Liz Wessel (Founder of Epigram Legal): Wessel’s firm advises startups on employment contracts, compliance, and DEI in hiring. She will address common legal pitfalls in compensation packages—such as misclassifying contractors or overpromising equity—and how to build fair, inclusive offers that appeal to diverse candidates.

Key Topics the Panel Will Unpack

The session will go beyond surface-level advice, diving into actionable strategies for startups of all sizes:

1. Transparency Over Hype: Why Candidates Reject “Mystery” Compensation

Pulley’s data shows that 65% of candidates say they’d walk away from an offer if a startup refuses to share details about equity value or vesting schedules upfront. Mignano will explain how tools like Pulley’s “Compensation Calculator” (which lets candidates compare base salary, equity, and benefits across offers) can build trust. “Startups used to get away with vague lines like ‘you’ll get a meaningful equity stake,’” Mignano said in a preview. “Today, candidates want hard numbers—what percentage of the company the options represent, what the strike price is, and how it might grow. No more secrets.”

2. Creativity on a Budget: Non-Monetary Perks That Move the Needle

For early-stage startups with limited cash, Okike will highlight low-cost, high-impact perks that compete with Big Tech’s lavish benefits. Examples include “remote-first flexibility” (not just “hybrid” policies), professional development stipends (e.g., $5,000/year for courses or conferences), and “stay grants” (bonuses for hitting 2–3 year milestones, to counteract short tenures). “A $100,000 salary from a startup can feel more valuable than $120,000 from a corporation if it comes with control over your schedule and a clear path to growth,” Okike noted.

3. Legal Risks to Avoid: Protecting Your Startup and Your Team

Wessel will warn against common compensation mistakes that lead to lawsuits—such as offering “phantom equity” without a written agreement, or promising “unlimited PTO” that’s actually unenforced. She’ll also discuss how to align compensation with DEI goals, such as using structured salary ranges to avoid pay gaps and offering family-friendly benefits (e.g., paid parental leave for all caregivers, not just biological parents). “Fair compensation isn’t just ethical—it’s good for retention,” Wessel said. “Startups that cut corners on legal or DEI end up losing top talent and facing costly penalties.”

Why This Session Matters for Startups

Hiring is make-or-break for early-stage companies: a 2024 study by CB Insights found that 23% of startups fail because they can’t attract or retain key talent. For founders struggling to compete with Google, Meta, or even later-stage startups, the panel will offer a roadmap to building compensation packages that stand out—without breaking the bank.

TechCrunch Disrupt 2025 tickets (including general admission, VIP passes, and exhibition slots) are still available, though early-bird pricing ends September 15. Attendees can also register for a post-session workshop hosted by Pulley and Epigram Legal, where founders can get free 30-minute consultations on their compensation plans.

As Mignano put it: “Startup hiring used to be about selling a dream. Now it’s about delivering on it—starting with a compensation package that shows candidates you value their time, their skills, and their future. This panel will teach founders how to do that.” For anyone building a team in today’s market, this session isn’t just informative—it’s essential.