Many tech stocks appear cheaper after market corrections, but massive stock-based compensation (SBC) creates significant, ongoing shareholder dilution. This hidden cost means the underlying businesses are not as inexpensive on a fundamental basis as their stock prices suggest.

Snap's valuation languishes despite a massive user base because of its extreme stock-based compensation ($2.5B in 12 months). This financial tactic inflates adjusted profits while massively diluting shareholders, revealing a fundamental disconnect between user growth and actual investor value creation.

Despite having a billion monthly active users and positive adjusted EBITDA, Snap's stock is near all-time lows. The primary reason highlighted is its staggering $2.5 billion in stock-based compensation over the last year, which severely dilutes shareholder value and raises concerns about its financial discipline.

Instead of granting equity to every employee, Applovin now restricts it to the top 10-15% of performers who can afford the risk. The rest receive cash compensation and an optional ESPP. This protects junior employees from stock volatility and concentrates ownership with the highest-impact individuals.

To realign with investors after a 92% stock drop, Applovin's CEO took his first major compensation package. It was structured so he would only get paid if the stock recovered significantly from its all-time low, creating massive personal upside directly tied to shareholder value creation.

Incentive plans like Elon Musk's, requiring 10x stock growth for a payout, are culturally and practically impossible in mature industries. A CEO at a company like Target would never accept such a high-risk structure, highlighting the vastly different growth expectations between tech and traditional businesses.

A stock price disconnected from fundamentals can be a powerful tool. As seen with Meta in 2022, a low stock price hinders recruitment. Conversely, a high stock price acts as a valuable currency for equity compensation, allowing companies to attract and retain elite employees, even if investors are skeptical of the valuation.

Chasing high, unrealized valuations is dangerous. It makes common stock prohibitively expensive, undermining the potential for life-changing wealth for employees—a key recruiting tool. It also narrows a company's strategic options, locking it into a high-stakes path where anything less than exceeding the last valuation is seen as failure.

OpenDoor's CEO takes a $1 salary with compensation tied entirely to performance-based stock. He argues this model directly combats the "scam" of executives getting rich while failing. Traditional cash salaries incentivize inaction, risk aversion, and reliance on consultants to avoid getting fired, ultimately destroying shareholder value.