Compensation
All our compensation is based on the following calculator. An explanation of every factor is below, so you can set your expectations accordingly. Then lower them slightly.
Pay = Benchmark × Seniority × Power+ × max(0.3, Location) × (1 + CoL + LC + MR)
Every input is defined below. Results may vary. Results will vary.
Seniority is not a title to be sought, everyone is considered an owner of the company. More experience does not correlate with increased importance. When a team member first joins, it is logical that their pay reflects the skill level they were hired for. Over time this judgement becomes more subjective and is based on the speed with which you can ship or help the team to ship, prioritization and decision-making, and your technical approach.
Power+ allows us to have more flexibility within each level. To keep Power+ simple, the following levels exist:
We use the market rate in Omaha, Nebraska as the hiring benchmark, with the following factors to determine total compensation, cash + equity:
The benchmark is tied to revenue intentionally. Everyone should feel like owners, and if revenue increases then that should be reflected in how much budget we can assign to hiring.
We understand objections against using location as input, however regardless of where you work all salary is tied to market data, which is all based on location. We are transparent about our calculations so that we can set clear expectations.
To prevent too much disparity between locations we set a global floor of 0.3 on all location factors, hence no-one will have a location factor lower than 0.3. This ensures there is not a large pay disparity between locations, whilst allowing us to be competitive in certain locations.
Executive roles are not compensated using the calculator - however it is based on the exact same market database. Execs are expected to be thriving at baseline, and we do not have separate Seniority or Power+ to represent this. If you are hired as an Executive, we will typically pay you between 8-17 times the pay of the highest Power+ employee.
We aim to be proactive in our pay reviews (market benchmarks, seniority and Power+) for the whole team every 12-24 months. You do not need to do anything; our aim going forward is to be proactive without needing you to ask. You should not expect a change in your seniority or Power+ level every twelve months, and you will find your seniority will change more often than your Power+ level.
Although everyone is considered an owner of the company, not everyone is entitled to a subjective annual bonus. For some roles bonuses are awarded based on our perception of an employee's overall value and contribution, which will not be tied to quantifiable results. The range for this type is between 1-10% of base salary. Executive bonuses are always awarded, ranging from 56-132% of base salary.
To ensure fairness and competitiveness, we apply some additional factors to our compensation. Cost of Living, Market Rates and Labor Costs weigh heavily on your compensation:
Now hiring across the United States
Bring your curiosity, your ownership mindset and a reliable internet connection. We will bring the synergy.
