I've encountered a number of small to mid sized engineering contracting groups and specialist LLC's wherein everyone makes well over $70k. Google's median compe

I've encountered a number of small to mid sized engineering contracting groups and specialist LLC's wherein everyone makes well over $70k. Google's median compensation is over 200K company-wide with 100,000 employees, but this doesn't include part time contractors at facilities. Gravity Payments is on the larger side for such a strict "minimum wage", but I doubt they are the largest. It seems the only novel thing here is the politicization of the message. The payments industry is relatively low-turnover (compared to other "tech" companies at least) and doesn't require as much innovation once a vendor has a foothold in their market. Could this policy have been successful before they were profitable with recurring customers? I.e. I imagine some startups have attempted a policy like this -- is there any data on the success rate for "flat compensation" companies versus more common meritocratic and seniority-based compensation structures?