<aside> 📖 Compensation policy

Policy will be the concrete application of our philosophy: it cascades directly from it, with more details ****about our market positioning, the criteria we want to use and leverage, and the rules we set at a given time.

Eventually, it serves us as:

1. A compensation guide for decisions around budgeting, hiring, compensation reviews, promotions, etc.
2. A way for all of you to project yourselves compensation-wise in the long run at Figures </aside>

Before getting into the details of the policy, you should know that as soon as we get to the offer stage during the hiring process, we define a combination of 3 things:

<aside> 💡 Job x Level x Location

</aside>

Levels are based on our simple framework

The combination of these three will lead us to the creation of a Total Cash package, itself composed of:

<aside> 💡 Base salary + Variable compensation + Company bonus

</aside>

1️⃣ Salary bands

First, you can start by having a look at Salary bands - Everything you need to know if you are not sure you are completely fluent on the topic.

Then, here is how our bands at Figures have been built as of August 1, 2023:

• Levels
  • We used the ones from the simple leveling framework (as mentioned above ⬆️)
• Jobs
  • We based our setup on the advanced template, even if it means some bands are created only for 1 or 2 people.
  • The job and market specificities, plus the capacity to maintain bands relatively easily, led us to a more granular and precise approach.
• Location
  • For countries with sufficient datasets, we use the country’s capital of the employee location
  • For other countries, we use Figures AI when relevant, or else, we use Paris + the Global Salary Converter. The relevant metric to check is then the “cost of labor”.
• Benchmarking and bands’ structure
  • The midpoint of a range is, by default, the 50th percentile of OTE market data
  • Exceptions to this rule:
    • If we don’t have enough data or are not reliable enough and notice too much of an overlap, we can extrapolate a range with the following rule: (min of the above level) = (max of below level) * 0.9
    • For jobs with variable compensation (sales team), we build the base salary range based on Base Salary market data and then apply our in-house bonus scheme
  • Bands’ widths are evolutive as we go up towards higher levels, as promotion will essentially take more time as you get into those more senior levels
    • Junior = 7% / Intermediate = 10% / Senior = 12% / Staff = 15%
    • Team Lead = 12% / Head of = 15% / VP = 17% / C-level = 20%

2️⃣ Building an OTE package

On-Target-Earning consists of a Base Salary + variable compensation.

Base salary

For all jobs, the base salary is defined by our salary bands, as stated above.

At the time of offer creation, we will define, based on the capabilities and competencies you demonstrated during the hiring process and the job expectations and scorecard, if we expect you to perform the job:

• First half of the range: With some room for improvement and competencies still to acquire
• Midpoint: Exactly as defined in the scorecard
• The second half of the range: Immediately above expectations, without being able to position you on the level above just yet