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What's your salary approach?

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Every time there's a new job ad ready to be posted, we ask ourselves the same question: should we share the salary range? (Seems familiar right? πŸ˜„) At folk, we decided we'd rather share our salary grid than a raw number so you can fully understand our approach and easily project yourself.

While building our salary approach we chose to make it simple and fully aligned with the team experience we're building. While we're expanding our team globally, our salary grid remains the same as we've chose to provide the same pay for the same role across all timezones.

We build our salary grid to show what we value: the expertise and impact every team member is bringing to the team, not their location.

Our salary grid focuses on two variables:

  • Impact: What matters is the level of responsibility and impact you'll have on the team. We believe management paths are as valuable as individual contributors path to folk. πŸ‘€Β  Here's to learn more about folk's Impact levels.
  • Expertise: What matters to us is the combinaison of experience and expertise you'll bring to our team on your area. πŸ‘€Β  Here's to learn more about folk's Expertise levels.

Always good to know: your position on the salary grid isn't set in stone. We'll follow up with performance review every year so you'll know how you can grow and progress within folk.

To sum up, your salary at folk will look like: Salary = Role type X Expertise Level X Impact Level

You can use the spreadsheet below to easily compute a salaryπŸ‘‡

How do we approach salary positioning at folk?

How do you project yourself in terms of salary expectations? What are your salary expectations for such a role?

No matter the wording, at folk, salary expectations is a topic we address right at the beginning of our recruitment process. During the very first call.

We believe there’s no point in moving forward with a recruitment process if high level expectations aren't aligned. And no matter how much you're passionate about your role, compensation is (or should be) part of these high level expectations.

Now in full transparency, our interview process being a funnel, we won't be able to position yourself within our salary grid until a later stage. We'll wait to have a better vision of your impact and expertise level within our team before circling back with you on salary expectations you mentioned during the first call.

This is one of the many reasons that led us to publicly share our salary approach. As you probably know yourself better than we do, sharing our salary grid upfront might help you position yourself within it and define if we're aligned right from the beginning of our discussion.

This is all about taking a first step in defining our level of alignement, which also extend to salary expectations, and refining it as we move forward with the recruitment process.