The delicate dance of salary negotiation is a constant in the professional world, particularly within the speedy-paced environment of startups. Sander van de Rijdt, co-CEO and co-founder of the Vienna-based PropTech company PlanRadar, offers a pragmatic perspective on when and how these conversations should unfold. His insights, recently shared in an interview, move beyond rigid rules and emphasize a collaborative, data-driven approach to compensation.
Van de Rijdt believes there isn’t a single “best” or “worst” time to discuss salary, framing it as an inherent part of the working relationship. Still, he stresses the importance of a concrete catalyst – expanded responsibilities, exceptional performance, or a proven track record of success – to initiate the discussion. This approach contrasts with the often-anxious anticipation of employees waiting for a formal review cycle. PlanRadar, as of 2026, has implemented a standardized annual process that incorporates both performance evaluations, assessed on a five-level scale by managers, and industry benchmarks to proactively adjust salaries where necessary.
The company’s evolution has shaped its approach to compensation. Initially, as a young startup, salary increases were primarily employee-driven due to the lack of formalized HR processes. Now, with a structured system in place, proactive adjustments are made, supplemented by discussions triggered by changes in position or responsibility. This shift reflects a common trajectory for growing companies, moving from reactive to proactive compensation management. PlanRadar was recognized as one of the “Top 100 Next Unicorns” in March 2024, according to GP Bullhound as reported by Brutkasten, highlighting its growth and success.
The Challenge of Sales Compensation
Van de Rijdt candidly discussed the most challenging salary negotiations he’s faced, consistently involving high-performing sales leaders. These individuals, he noted, often push for the maximum possible compensation. However, he acknowledges the value of such profiles in driving revenue, emphasizing the demand for a non-emotional approach during negotiations. Successfully navigating these discussions requires a balance between recognizing individual contributions and maintaining financial sustainability.
Determining whether a company can afford a salary increase versus whether it can afford to lose a valuable employee is a critical decision. Van de Rijdt’s approach centers on data and market realities. He asks key questions: Is the request reasonable, or is it significantly inflated? How demanding would it be to find a replacement, and how do those recruitment costs compare to the requested increase? Crucially, he too prioritizes maintaining internal equity within existing salary structures.
Building Trust Through Transparent Dialogue
Certain arguments are immediate deal-breakers for Van de Rijdt in salary negotiations. He emphasizes the importance of a partnership-based approach and open, honest communication. “Unreasonable initial demands or a lack of genuine dialogue are red flags,” he stated. He believes that mutual trust is paramount, as its erosion can fundamentally damage the working relationship. This underscores the importance of transparency and a collaborative spirit in compensation discussions.
The broader tech landscape is seeing increased investment and growth. Shopstory, for example, recently secured a multi-million euro investment, according to Brutkasten, demonstrating continued confidence in the startup ecosystem. This competitive environment further emphasizes the need for companies like PlanRadar to attract and retain top talent through thoughtful compensation strategies.
As PlanRadar continues to expand, its commitment to a data-driven and transparent approach to salary negotiations will likely be a key factor in its ongoing success. The company’s experience offers valuable lessons for other startups navigating the complexities of compensation in a competitive market. The A1 Business Forum 2026 will feature pitches from top startups, including potential competitors and collaborators for PlanRadar, as noted by Brutkasten, highlighting the dynamic nature of the industry.
Looking ahead, the evolution of compensation practices within the tech sector will continue to be shaped by market forces, employee expectations, and the increasing importance of attracting and retaining skilled talent. Open communication, data-driven decision-making, and a commitment to fairness will be essential for companies seeking to thrive in this competitive landscape.
What strategies do you find most effective when discussing salary? Share your thoughts in the comments below.
