Stellate Handbook
Compensation
Compensation is important. Compensation is an art and a science--it allows us to feel validated for our efforts and it can give us a sense of class and status. At the same time, when distilled down, compensation is the acknowledgment of value exchange, expressed in monetary terms between each person and Stellate. We embrace this dyad by providing transparency into our compensation philosophy while understanding that compensation is more than just money; it is one of the most impactful ways that we take care of our people. So, compensation at Stellate consists of a full benefits package, calibrated for market competitiveness.
We optimize for completeness of benefits so that compensation doesn’t become a distraction to the organization.
Compensation Package:
SALARY
- We do not negotiate on salary. The process of salary negotiation is ripe with unconscious bias and is often skewed towards those with negotiating skills and certain personality traits.
- Base pay is determined by merit. We pay based on the level of each role x step (this is being developed).
- We use a standardized salary calculator for each and every role to ensure equitable pay for everyone.
- This will be audited annually or at every funding round, whichever comes sooner.
Equity
- Equity is determined by role. Each subsequent hire receives reduced equity options, the reason is as follows:
- Work of an early employee is different from later employees. Earlier the employee, greater the risk they are absorbing from the company. There is also a greater need for “founder mentality” as one navigates through uncertainty, as well as a greater need for flexibility. We acknowledge these differences expressed through larger equity grants for earlier employees.
- Equity pools are not absolute and will dwindle in size as we make more hires. So, it only makes sense that our issuance of options is reduced relative to the available options.
Additional Perks
- (Coming Soon) Everyone is given a virtual company credit card to make purchases that enable each of us to do our best work. Whether that’s hardware or software, we want everyone to be empowered to produce the best work of their lives.
- You are encouraged to take a 4 week sabbatical every three years. We want you to take the time off to refresh and come back reenergized! We kindly ask for a 3 months notice so the team can prepare for your absence.
Vaccine policy
Vaccination for any illness, including COVID is not a condition of employment. However, we believe that it is our duty to ensure the safety of every team member and our customers, therefore below are specific situations where COVID vaccination is a requirement for participation.
- Participation in any company, department, or team offsite, regardless of your point of travel origin or destination locale
- In-person meetings with customers (indoors or outdoors)