US stablecoin payroll for Web3 roles (USDC/USDT): W-2 vs 1099 vs EOR — what clauses should I ask for before I sign?

I’m in late-stage talks for a US-based Web3 role (remote) and the “payroll” piece is getting confusing fast. The recruiter said comp can be paid in stablecoins (likely USDC), but they’re flexible on structure: W-2 (if possible), 1099 contractor, or EOR (Employer of Record) with a local entity.

I’m trying to make a decision like an adult and not just chase the highest number. My concerns are practical: taxes and reporting, legal protections, payment reliability, and what happens if the project’s runway changes. I’ve seen stories where people accept stablecoin payroll, then face delayed payments, surprise conversions, or “we’ll settle later” vibes when markets get messy.

If you’ve worked with US teams paying stablecoin payroll, what would you push for depending on the setup?

• W-2: what should I verify beyond base salary (benefits, payroll cadence, deductions, termination terms)?

• 1099: what clauses actually protect me (invoice terms, late fees, scope boundaries, IP, indemnity limits)?

• EOR: what should be written clearly so I don’t end up with “EOR says one thing, startup says another”?

Also, what contract language would you insist on for stablecoin pay specifically—like conversion rate definition, network/fees, who eats gas, which chain, wallet allowlist, payment confirmation, and what counts as “paid” (tx hash vs bank deposit)?

I’m not looking for legal advice—just real hiring + negotiation lessons from people who’ve been through stablecoin payroll with US startups, and what you’d never sign again.