In the early stages, when cash flow is tight, startups often use RSUs and stocks to sweeten the compensation package. They paint a picture of future stock value growth, supplementing the limited cash component to attract talent with higher overall packages. Conversely, late-stage companies tend to tie stock provisions more closely to business outcomes. Cash compensation is on par with industry standards, and stocks become an additional incentive, linked to an engineer's performance. For mid-stage companies, striking the right balance is crucial. Their stock allocation is typically constrained by team size and growth stage considerations along with availability of capital.