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The compensation strategy of a company is an essential component of its overall business strategy. It reflects the company's values and culture, as well as its ability to attract and retain top talent. In the case of a remote-first startup, the compensation strategy is even more critical since it has a significant impact on the company's ability to hire and retain employees. At MOSTLY AI we follow a Total Reward Approach approach which consists of 3 parts:

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When we prepare an offer we take the following datapoint into consideration:

• Location

• Cost of Living (check out http://numbeo.com/cost-of-living/comparison.jsp reference: Cost of Living Comparison)

• Market alignment (to understand the market we use various resources)

  • Figures HR (startup offering compensation benchmarking data)

  • Employer of Record data (Remote)

  • Web search (Built In, Glassdoor, PayScale,….)

  • Other interviews

  • Headhunter

  • Companies with public lists of salaries:

    • Buffer

    • …

• Individual salary expectations

• Team fit

• Seniority

• Type of employment relationship (EOR vs. Contractor vs. Entity)

We acknowledge that compensation is not perfect science but we strive to offer competitive offers that value the impact the Mostlie MOSTLY will have.

Compensation review cycle

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Your individual Total Reward Statement provides a personal snapshot of the annual value of your MOSTLY AI compensation with a detailed overview to keep track of adjustments and will be provided annually during the performance review in Q1.

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PSOP

Please find Find additional information about PSOP here.

See Start-up equity: resources & models by Figures GR