What we did in our startup was pick "official" salaries for the positions we were in as if we were profitable (i.e. like the fairly senior engineers we were at our old companies, but with a salary boost to reflect that we were also principals in the company). But since we had no money, we deferred the founders' salaries for a while, then after we got funding, we agreed to be paid 25%, and then later 50%, of our nominal salaries.
The great part of that was that after our company was acquired, the new bosses just assumed our nominal salaries were correct and paid us 100% of that rate, with no hassle. If we'd picked nominal salaries too high or too low, one side or the other would have demanded a protracted negotiation, which would've complicated the acquisition and transition to the parent company. So don't get goofy and say "my salary is $1,000,000 but I'm deferring it", and also don't just say "my salary is $1, aren't I cool." It's worth the effort to set a fair official salary even if the understanding is that it has to be deferred until you are profitable.
Aside: the original question mentioned different rates for bachelors vs married, rent vs own. Remember that those distinctions are generally illegal (in the US) to set salaries, so you probably don't want to get off on the wrong foot with that. It's ok for a startup founder (or employee) to say how much they can defer and how much they need now to live, but their nominal salaries should be set without any reference to life conditions that would generally not be allowed for employment or salary decisions.