At Pave, we believe the world of compensation is broken, and we’re going to fix it. Today, teams cobble together hundreds of messy spreadsheets and outdated surveys to determine how to compensate their employees. At best, they’re leveraging stale data from an industry that is quickly evolving past it. Add COVID, a new remote and distributed workforce, and you have an even blurrier picture of what “market compensation” is, how it’s evolving, and how to communicate it to employees.
That’s where we come in. Pave allows companies to benchmark compensation to leaders in their industry, analyze internal compensation data and make the right adjustments, then visually communicate compensation to their employees. We’re building the world’s largest real-time compensation data platform on the path to help employers and employees navigate the murky world of compensation with clarity, equity, and accessibility. And you don’t have to just hear it from us — you can hear it from our customers: Allbirds, Hover, Shopify, Discord and more.
Your Primary Focus
Our Tech Stack
Pave’s salary range for this position is $187,000 - $246,000 USD per year. This salary range may include multiple levels. Your level is based on our assessment of your interview performance and experience, which you can always ask the hiring manager about to understand in more detail. Salary is just one component of Pave's total compensation package for employees. Your total rewards package at Pave will include equity, top-notch medical, dental and vision coverage, commuter benefits, catered lunch, an unlimited PTO policy, and many other region-specific benefits.
Our Compensation Philosophy
Pave’s compensation philosophy is to target the 75th percentile of the market for both cash and equity. This means that the “mid point” of every band at Pave is the 75th percentile of the broader market.
Pave also has a merit-based philosophy when it comes to compensation increases. We run a performance cycle twice per year to evaluate employees’ performance. Higher than average performance ratings result in compensation increases to the upper end of the individual’s compensation range for their role. The result is that high performers at Pave are paid above the 75th percentile of the market at large.
Pave is committed to pay equity. If you get an offer from Pave, it will be based on your level as determined by your interview performance. And nothing else. We explicitly do not negotiate salary and equity to ensure that we aren’t introducing bias that could lead to pay inequities within the team between candidates who have different negotiation tactics.