请问HN：传统的创业招聘建议是否过时了？
为了提供一些背景，我在一家热门的人工智能初创公司工作，所以这并不适用于所有人，但……<p>在我离开舒适的大型科技公司之前，传统的初创公司招聘建议是：
1. 初创公司的股权价值为零/应该被评估为零
2. 你需要等待5到10年才能获得流动性
3. 99%的初创公司会失败<p>但根据我的经验，在合适的时机加入可以限制你的风险，许多公司现在都在提供流动性事件，我不知道，告诉每个人将他们的股权估值为零似乎有点……过早，或者说得太过了？如果这样的话，那为什么还会有人愿意在初创公司工作呢？[我有时开玩笑地想，这是否是大型科技公司为了留住人才而散布的心理战术 :)]<p>初创领域在过去几年发生了很大变化，所以我在想，传统的建议是否在独角兽真正是独角兽，或者初创公司在基本工资、股权和奖金方面确实支付得更少的时候更为准确。你会给出什么更细致、更新的建议呢？
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For context, I work in one of the hot AI startups, so this is not generally applicable to everyone, but...<p>Traditional startup hiring advice, before I left my cushy big tech job, was:
1. Startup equity is worth zero/should be valued at zero
2. You will have to wait 5-10 years before you can access liquidity
3. 99% of startups fail<p>But in my experience, joining at the right time can limit your downside, many are offering liquidity events now, and idk, telling everyone to value their equity at zero seems a bit...premature, or excessive? If you do that, then why would anyone ever work at a startup? [I sometimes jokingly wonder if it's a psyop spread by big tech companies to retain talent :)]<p>The startup field has changed a lot in the past years, so I'm wondering if that traditional advice was perhaps more accurate in a time when unicorns were actually unicorns, or when startups really were paying less in base, equity, and bonus. What's some more nuanced, up-to-date advice you'd give?