A number of crucial factors go into determining an individual's base salary.

Hiring a new employee:

Considerations at the offer stage:

• What level being hired into - associated salary band
• Salary expectations of the chosen candidate - do they relate to the salary banding?
• Experience level - how long will they be at this level? Are they newly moving into this role or are they seasoned and stable, or showing potential for promotion within 12-18 months?
• Cross-reference current employees at the same experience stage in the level - reduce bias and continue to build equity between employees at Automata
• Understand that someone looking for a role now might have slightly higher expectations than someone hired 12 months ago at the same level
• Avoid gender pay gaps where possible

Current employees**:**

Factors contributing to where you fall in the band:

• Experience
• Overall performance
• Start date/tenure
• Time in the band - if you’ve recently been promoted, by design you will be lower in the band than someone who is ready for promotion to the next level

Key things to be aware of:

• Being in the management track doesn't automatically = higher pay than everyone in your reporting line - we are cross-functional and have high-performing ICs with competitive salary bands. It is ok for a junior manager to be earning less than a senior IC in their team
• Low in the band usually indicates less time in the level and that you have more opportunity to grow and obtain salary increases through a progression timeline
• The next salary review period is January 2024