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I love it. The explanations for equity, salary, etc are great. If the individuals within the company are on board with having this information public, then it

by drewpc 11y ago

I love it. The explanations for equity, salary, etc are great. If the individuals within the company are on board with having this information public, then it's proof that they hold the same values as the company with regard to transparency--almost like a test, right up front. All of the comments below about people wanting to keep that information private is perfectly fine, but that means you don't share the same values as the company. I agree with the previous comments about government/military salaries being pre-defined. It completely removes the negativity usually associated with secret salaries. That's now a non-issue. Well done.

asift 11y ago
I'm curious what, if any, effect this has on the type of people who are attracted to a company. I'm personally not a fan of arbitrary pay metrics. I want my compensation to be tied to my performance. I don't want to be pigeon holed based on some formula. I suppose having equity helps with this, as it presents some more upside for everyone to accomplish exceptional things, but I would personally stay away from a company like this. It's not so much driven by the transparency aspect, but I want to be compensated based on my performance.
- FragenAntworten 11y ago
  > I want to be compensated based on my performance. I imagine they'd increase your experience and seniority multipliers based on your performance, so you could advance (up to "lead master developer").
- drewpc 11y ago
  I certainly can't speak for Buffer, but most companies use bonuses to account for this (for salaried employees). Having a tiered salary structure lets both the company and the employee plan for a base salary from year to year and provides opportunities to "move people up" as the progress through a career. Beware what you ask for: if you produce less value for the company in a given pay period, they should be able to pay you less! I think tying a base salary to performance creates a really unstable financial situation for the company and the employee.
  - asift 11y ago
    I agree on the bonuses, but if I understand Buffer's compensation properly, this is not how they operate. They take out any possibility for comp that's not determined by their formula, which was my general complaint against the rigidity of their compensation.

by drewpc 11y ago

asift 11y ago

I'm curious what, if any, effect this has on the type of people who are attracted to a company. I'm personally not a fan of arbitrary pay metrics. I want my compensation to be tied to my performance. I don't want to be pigeon holed based on some formula. I suppose having equity helps with this, as it presents some more upside for everyone to accomplish exceptional things, but I would personally stay away from a company like this. It's not so much driven by the transparency aspect, but I want to be compensated based on my performance.

FragenAntworten 11y ago
> I want to be compensated based on my performance. I imagine they'd increase your experience and seniority multipliers based on your performance, so you could advance (up to "lead master developer").
drewpc 11y ago
I certainly can't speak for Buffer, but most companies use bonuses to account for this (for salaried employees). Having a tiered salary structure lets both the company and the employee plan for a base salary from year to year and provides opportunities to "move people up" as the progress through a career. Beware what you ask for: if you produce less value for the company in a given pay period, they should be able to pay you less! I think tying a base salary to performance creates a really unstable financial situation for the company and the employee.
- asift 11y ago
  I agree on the bonuses, but if I understand Buffer's compensation properly, this is not how they operate. They take out any possibility for comp that's not determined by their formula, which was my general complaint against the rigidity of their compensation.