Software engineers. None of us work for YC, we are based in Texas. No oil/gas, nor defense, nothing like that.

Years ago I had a recruiter that wanted to hawk me and I asked for 180k comp and he told me it was "impossible". Hung up, was hired at 185k a few weeks later. Wasn't even much of a negotiation when I asked for it.

1. Be willing to accept non-cash comp. Stock of various forms, etc. This works with later stage companies better for obvious reasons.

2. Go into all negotiations ready to explain to the other side what they are buying. Remain calm if not slightly bored. Repeat your ask as if the other side has forgotten them (that sort of bored, calm tone). Do not argue.

3. Actually deliver business value. None of this "Well that's not my job". If I need to fly to a datacenter and run a power off test, I will. If I need to mop the floor and wipe down the breakroom, I'll do that too. Own problems, not positions.

This is the right mindset although I'd have to caution on those comps, very low probability of it turning beyond 4 figure best case or 5 figures in fantastic case, might as well buy a lotto for 6 figure expectation. It's as good as monopoly money and I always ask for cash or time. Time is good for me since I work 3 remote jobs so whatever one is willing to give up I can do better balancing acts.

#2 and #3 are excellent. I also might add : "Be willing to walk". Desperation signals compromises that they will exploit. Know exactly what you are offering to the business and walk when they say "thats too much , impossible, bad engineers ask for money like you". 100% those roles have high turn over, stress, and managerial issues.

Bad managers penny pinch because they can't use resources efficiently. Good managers pay more for talent because they are competent at managing resources.