<aside> 💡 A few notes on interpretation of this page and its sub-pages... Please take your time to read them, as they're important to understand the broader document. If you have any questions, please speak directly to @Jessica Zwaan or your People Partner.
We believe in transparency and trust, but appreciate that information about compensation can be sensitive. Some of our team may have different levels of understanding of these principles, and it is easy to take the information you're reading here out of context. Please remember to consider this information not as a reflection of your individual worth, but as:
<aside> 💚 Your compensation is not a reflection of your personal worth, or your importance in the Whereby team. If you have any concerns about the respect we show for you as a member of the team, please let us know in any way which feels most safe. 💚
Whereby is committed to building a high-performing team with a commitment to equity, and globally distributed working. We know it's crucial to have an explicit and fair approach to compensating our team members for their work; we have therefore made the decision to document and publish these guiding compensation principles. These give our team autonomy to understand and navigate their (and their team’s) compensation.
Competitive: We aim to make our compensation competitive for your specific role, your experience, which region in the world you live, and your type of contractual arrangement.
Non-contractual: These principles do not form a part of our employment or consulting contracts and can change, or be adjusted, by executive discretion.
Geographic: If you move to a new region in the world, or change to a new type of contract, due to the nature of our compensation calculations including a geographical aspect, we may need to recalculate your compensation in accordance with our principles.
Data-informed and market-driven: Market data driving the calculations of each salary comes from a trusted source, the ERI (Economic Research Institute).
Proactive: Reactive compensation increases (‘I’ll leave unless you pay more’) are a failure on our part. Paying loud voices more leads to unfair distortions, often harming our underrepresented team members.