Principles
- We think making Tremendous successful means attracting and retaining great people.
- We think that all full-time workers should participate in the financial upside when Tremendous is successful.
- We believe employees should be compensated by their contributions, rather than by strict measures like seniority or tenure.
- We think that contributions shouldn't be measured by how loudly they are touted, and that the behind-the-scenes work is just as critical as the work on the front lines.
- We don't think you should have to get a competing offer to get a raise.
- We want the compensation adjustment process to be transparent and fair.
Practice
We pay above market
- We pay above-market comp for startups of similar size and stage.
- We use data from Pave, AngelList, etc to determine market.
- We pay localized salaries right now, which means that "market comp" is influenced by where you live.
We give full-timers equity
- If you work full-time at Tremendous, barring any logistical issues, you'll get equity in the company.
We review comp every 6 months
- In January and July, the leadership team will review comp levels for eligible employees. You do not have to ask for a raise.
- Your comp is eligible for review if you’ve been at the company for at least 9 months and you did not receive a raise during the last review cycle.
- If you’ve been at the company for only 9-11 months, you’re less likely to receive a raise during your first review cycle simply because we haven’t had as much time to assess your performance.
- The process:
- We'll review your performance. This might require talking to your manager/peers.
- We'll look at your current comp level vs. market
- Nick and Kapil will make the final call.
We'll give you a raise for:
- Performance. Basically, if you're exceeding expectations for your role.
- A role change. This is usually because you're doing a different role than the one you are being compensated for.
- Market salaries have gone up. This is infrequent.
Your raise might come in the form of:
- A salary increase.
- These will go into effect the pay cycle after the decision.
- An equity bump.
- These are new equity grants. They follow a standard 4-year vesting schedule.
A note on compensation policy for roles with commission:
- With roles that include commission (e.g. sales), over-performance typically results in higher pay due to Tremendous having uncapped commissions.
- That said, we still do adjustments based on market rates.
- OTE would go up as a combination of base and variable (e.g. quota would increase) as we typically structure roles with some ratio of base and variable in mind (e.g. AEs are at 50% base / 50% variable for OTE).
- These team members are eligible for equity refreshes like any other Tremendous employee.