All about compensations


Here is a brief on how we think about compensations at MadKudu:  https://www.madkudu.com/careers/compensations 

We share everyone's salaries (this might be revisited as we grow as the legal framework in Europe seems to show a move toward not supporting those practices).
As explained in the post above, we use a formula to ensure fairness and prevent bias in defining compensations.

As we hire new candidates, it sometimes happen the formula needs to be refreshed → if we have to do so, we create another document that has the latest formula. Then twice a year, we make the new formula happen to everyone all at once (we don't do this at every change to avoid a administrative nightmare and heavy overhead).

Our salary and equity ranges


All is here (updated twice a year and each time someone wants to challenge the "market data on compensations")

Equity:
managers
Head of
VP

How do we do our salary ranges?



How we define seniority?

  • Someone's age is just and info on its passport. At MadKudu, we value seniority and evaluate people's seniority and their responsibilities, not their age or year of experience (even if yes, it's part of it most of the time)


We do ranges. Why ranges and just not one fix number?

  • We decided to review salaries twice a year. So we'll have to raise salaries, and don't want to only raise salary when someone is promoted or change category of seniority all the time to change salary if we don't do ranges.
  • Sometimes a range will be only one number, it can happen.
  • When we scale, we'll raise salary, but not promote everyone
  • Because sometimes when we hire a senior (arrive in one category), it's different from someone "advanced" still training to be a senior, it should exist a difference in their salary for the training time.