Designing our own remuneration system

As a purpose driven organization, traditional remuneration systems feel like they do not fit our needs. They're not adequate for our democratic, self-governing practices and a team that has grown globally.

As a purpose driven organization, traditional remuneration systems feel like they do not fit our needs. They're not adequate for our democratic, self-governing practices and a team that has grown globally.

Creating a new remuneration system is a complex task, and in our case, it's not about simply setting a few standard salary grades, but rather we want to create a process that would allow for salary systems that fit the personal needs of all of our employees.

The salary system needs to be fair, transparent, flexible and not allow people to game it, meaning it should not encourage people to do things only for the money, but because they think it's the smart thing to do.

We envision a remuneration system with three fundamental parts: the Salary component, the Profit sharing component, and the Safety net component; allowing MEs to be as progressive as they are comfortable.