Dec 2023
We are committed to paying every single individual at Automata fairly for the work that they do.
By sharing information about levels (progression frameworks) and pay structures, we hope to offer you clarity on your career journey here.
We have been building and iterating our progression frameworks since 2020. They outline the skills, impact and ownership expected of you in your current role, and importantly what you need to be aiming at in order to progress.
We’re super proud of the tool and how it’s helping to guide conversations and outcomes around progression, promotion and even sideways moves into new areas for our team members.
Now it’s time to add an extra layer of usefulness to these structures by including clear and transparent salary bands for each level in each department.
Salary bands and benchmarking
Why bother?
- Hiring - by advertising with absolute clarity what the budget for a role is, we attract the correct level of experience for what we need. We also encourage applications from people aligned with our culture of transparency and authenticity by being upfront about the fact we value this type of visibility
- The current team know with 100% certainty that the business is using data to ensure fair and competitive pay, free from bias and misuse
- Higher accuracy around budgets and forecasting
Our Principles:
- Be competitive. We’ve got to offer great compensation if we want to continue to attract and retain the brightest talent.
- Be fair, consistent and transparent. Centring pay equity forces us to look at any systemic barriers from the inside out and creates the foundation for truly transformational change in getting pay right.
- Adjust up, not down. A very small % of the team is on salaries slightly higher than the banding for their level due to hiring decisions pre-data availability - we won't be adjusting anyone's salary down. No one is earning below the bottom of the band for their level
Our Process:
Data sources:
- Indirect Compensation Data 1 (custom/global report): Mercer provided a custom report with UK data, segmented by company type and location.
- Indirect Compensation Data 2 (live report): We cross reference the Mercer data with live London-centric benchmarking tools: Pave and Otta.
- Internal Compensation Data: We used our own data as a sense check.