What are some strategies, tactics and factors to consider to ask for a company equity compensation component in the hiring process? I'm considering a role as the first, true sales person with a very small scientific data startup company with less than 30 fulltime people. They had one seed funding round with investment under $5 million. My job will have a base salary with commission components but the sales cycle is 12-24 months with very little existing pipeline. It's a career path risk.

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Generally a role is either eligible or not eligible for equity. If it's not eligible you usually can't persuade them to make it eligible. The amount you get is typically based on benchmarking and other factors. It's not typically something you have a lot of ability to negotiate. You can ask, and you can point out why equity seems prudent given the factors you highlighted but you should be prepared for them to stick to whatever their policy is.

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