Introduction: When Compensation Stops Being the Deal breaker—and Strategy Begins
You’re on the hunt for a top engineering leader. You’ve narrowed it down to a shortlist of high-caliber candidates, including one who helped scale systems at Meta and another who led platform reliability at Amazon.
But then the conversation turns to compensation—and everything falls apart.
Stock packages. Base salaries. Signing bonuses. Long-term incentives. No matter how lean and compelling your offer is, it simply can’t stack up to what FAANG offers. It’s a moment every non-FAANG tech company dreads.
But here’s the truth: competing with FAANG on compensation alone is a losing game.
Instead, success comes from redefining what you bring to the table—and learning how to attract top engineering talent without FAANG salaries.
1. Why FAANG Compensation Packages Are in a League of Their Own
Let’s be honest: FAANG companies (Meta, Apple, Amazon, Netflix, Google) offer engineering leaders some of the most lucrative compensation packages in the world. Their total rewards often include:
- High base salaries well into seven figures for VP-level roles
- Substantial stock grants with accelerated vesting
- Annual bonuses and milestone-based incentives
- Stability and liquidity that rivals public-company security
For private equity-backed or high-growth tech companies, matching these numbers line-for-line simply isn’t feasible. That’s not a flaw—it’s reality.
This is why executive search for tech leaders beyond FAANG must focus on different levers.
2. Attracting Top Engineering Talent Without FAANG Salaries
So how do you attract top talent when you can’t write FAANG-sized checks?
At JRG Partners, we’ve found the most successful strategies include:
- Mission-driven storytelling: Talented engineering leaders want purpose, not just payouts. Clarify the impact they’ll have on product innovation, customer value, or societal change.
- Scope and ownership: FAANG roles are often siloed. In contrast, your CTO or VP of Engineering may own product vision, tech architecture, and org-building—an attractive challenge for builders.
- Faster path to the C-suite: Many engineers feel stuck in mid-tier leadership at FAANG. Offer them a quicker rise to the top.
These are the building blocks of a compelling value proposition for non-FAANG tech executives.
3. Non-Compensation Benefits for C-Suite Tech Leaders That Actually Matter
Money matters—but it’s not everything.
Today’s top engineering leaders are looking for non-compensation benefits for C-suite tech leaders, such as:
- Work-life flexibility and remote/hybrid options
- Board exposure and seat at strategic tables
- Equity with upside (even if illiquid today)
- Influence over hiring and technology stack decisions
- A collaborative, founder-friendly environment
The goal isn’t to mimic FAANG—it’s to differentiate from it.
4. Retaining Senior Tech Leadership in Competitive Markets
Even if you land the right engineering leader, the real challenge is retention.
Retaining senior tech leadership in competitive markets requires:
- Clear paths to scale with the company (e.g., CTO > Chief Product & Technology Officer)
- Regular re-evaluation of equity and performance incentives
- Transparent culture where feedback, innovation, and risk-taking are encouraged
- A personal relationship with the CEO or founder—something often missing in FAANG hierarchies
Don’t just compete for a hire—compete to keep them.
5. Executive Search for Tech Leaders Beyond FAANG: A Smarter Approach
At JRG Partners, we know that the executive search for tech leaders beyond FAANG demands more than traditional sourcing.
We help companies:
- Target engineering leaders who have left FAANG and now crave startup pace or entrepreneurial ownership
- Look at second-layer talent—direct reports to FAANG VPs—who are ready for the top seat elsewhere
- Build a long-term talent pipeline so you’re not scrambling when a role opens
- Present compelling opportunities framed not as second choices, but as smarter bets for ambitious leaders
Conclusion: Top Talent Doesn’t Always Chase Top Dollars
Yes, FAANG companies dominate the compensation conversation—but they don’t win every time.
By leaning into your value proposition for non-FAANG tech executives, investing in non-compensation benefits for C-suite tech leaders, and mastering the art of attracting top engineering talent without FAANG salaries, you can win the race for leadership—without winning the bidding war.
At JRG Partners, we specialize in helping growth-stage and mid-market firms find and keep transformational tech leaders. Not by competing with FAANG—but by outthinking them.
Because the best engineering leaders aren’t just looking for the biggest check. They’re looking for the biggest opportunity. Ready to secure transformational tech leadership for your growth-stage or mid-market firm? Connect with JRG Partners today to explore a smarter executive search strategy.
