Companies offering token-based compensation can be risky, especially when tokenomics are not finalized. It's important to ensure that your fiat salary covers living expenses, while treating the token portion as a bonus with high risk and potential reward.

Here’s how to evaluate the offer:

Token Value: Request details about the tokenomics. Look for information on token utility, such as staking, governance, or payments. Compare with similar Layer 1 projects to estimate potential token growth.

Liquidity: Ask about the company’s plan for token listings on credible exchanges. Check if there are lock-up or vesting periods, as these can limit your ability to cash out the tokens.

Volatility and Risk: Tokens can be highly volatile. Ensure the fiat salary is enough to cover your basic expenses, treating the tokens as additional income rather than guaranteed pay.

Contract Details: Ensure the contract specifies token distribution, vesting schedules, and how the company will handle any delays in token launch or value. Clear terms protect your interests.

Negotiation: If tokenomics are unclear, it’s reasonable to request a higher fiat portion of the salary. Make sure you have enough financial stability in fiat while the tokens provide potential upside.

Weigh the risks and consider your financial needs. A fair offer should balance immediate stability with the long-term potential of token-based compensation.

To protect yourself in a job offer with token-based compensation, include these clauses in your contract:

(1) Vesting Schedule: Define how and when tokens will be distributed. For example, request a schedule that releases tokens monthly or quarterly over 1–4 years. This ensures steady access to your compensation.

(2) Token Lock-Up: Clarify if tokens are restricted from being sold. If there is a lock-up period, ask for partial liquidity or higher fiat pay to manage immediate needs.

(3) Token Valuation: Specify how the company calculates the value of the tokens. Agree on whether this value is based on market price, initial launch price, or another metric at the time of issuance.

(4) Liquidity Plan: Request details about when and where the tokens will be tradable. Ask the company to commit to listing tokens on an exchange within a reasonable timeline.

(5) Buyback Clause: Negotiate a buyback option where the company agrees to purchase tokens at a fair price if the token becomes illiquid or fails to launch.

(6) Tax Responsibilities: Ensure the contract addresses who will handle taxes related to token compensation. If unclear, request resources or guidance from the company.

(7) Fallback Option: Include a clause for delayed tokenomics. For example, if token issuance or launch delays occur, fiat pay should increase proportionally.

These clauses help secure your financial interests and reduce risks related to token compensation.

Thanks for sharing this information. How do you manage cross-border salary contracts with token-based compensation? What steps do you take to comply with local regulations and tax requirements? Also, how do you address token value changes to ensure fair payments for employees?