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Each year, we plan a pay increase pool equal to 5% of our total base payroll. How much of that pool we can actually use depends on company performance:
The pool is a total company budget that we’ll distribute across the team. Individual increases will vary based on impact and performance.
We’re doing this to keep salary growth fair, transparent, and sustainable, while rewarding people when we hit (or exceed!) our goals.
There are 2 pay reviews per year, performed by People Ops with your manager.
Watch out! A pay review ≠ a performance review. Performance and development are worked on throughout the year. (Performance & Development Framework)
| End-of-Year Pay Review | Mid-Year Pay Review | |
|---|---|---|
| Increases effective in | January | July |
| Seniority & Performance level checks | ✅ | ✅ |
| Role benchmark check | ✅ | ❌ |
| Location factor check | ✅ | ❌ |
Promotions and pay increases can be done as part of as well as outside of the pay review cycles. When they do, the adjustment is funded from the same pool. This keeps our approach consistent and ensures we stay responsible.
Things to consider for promotions and other pay increases: