Principles

• We pay above average but don’t aim to be the highest paying company.
• Our pay ranges scale with impact (rather than factors like years of experience).
• We don’t negotiate compensation with candidates. While this limits flexibility, it creates equitability.
• We’re transparent with compensation.

Policies

Equitability

• Individuals are assigned a career level ( Engineering Levels) before they join to ensure equitable pay and clarity of expectations.
• We have firm cash and equity bands that apply to all employees. No one is paid outside the band for their level (no exceptions).

Compensation Bands

• We have one cash salary band per (role, level) and one equity band per (role, level).
• Compensation does not vary by region.

Transparency

• Cash bands are shared internally, as well as externally on job descriptions.
• Individuals’ compensation is private.

Offers

• The interview process determines a career level ( Engineering Levels) for new hires based on impact. New hires receive a cash salary and equity (options) as part of their offer. We choose these values based on the impact we expect, without going outside the band.
• We do not negotiate cash or equity compensation during the hiring process. While there are many valid reasons other companies do, we think this practice conflicts with our values (Purpose, Mission, and Values ) by sacrificing simplicity and transparency. We also think it puts candidates who don’t negotiate at a disadvantage.
• If you’d like to trade off cash for equity, or vice versa, let us know. We’re generally happy to do this.