“Automata is a company that champions impact, trust and recognition. We do this through a culture of empowered ownership and utilising meaningful collaboration to achieve the right things. We have high expectations, therefore the business is responsible for providing a clear mission which enables empowered teams. Everyone is responsible for contributing to and maintaining the culture by living our values.”
Automata’s Culture Statement makes a transparent approach to salary benchmarking a no-brainer in the next step of our career progression journey.
This table breaks down all of the elements that go into an employee's full compensation at Automata.
All elements of the financial compensation package are subject to normal tax rules.
| Base Salary | Discretionary Bonus | Equity |
|---|---|---|
| We benchmark salary using Mercer data for our UK roles. |
There is a salary band for every level in the career progression framework, broken down by function/role.
Some departments have Individual Contributor and Manager bands for each function. | Every full-time (non-commissioned) employee at Automata is eligible for a discretionary performance bonus.
% of the bonus is based on level.
Company & Individual performance factors contribute to the amount of potential bonus that gets unlocked. | Discretionary and based on level.
We have discretionary grant events where employees may receive share options grants to reward high performance.
Events: promotion, one-off rewards for outstanding delivery. | | Level | Performance | Benefits | | The scope of impact, ownership and responsibility is outlined at each level in our career progression framework. | Individual performance is measured regularly against a consistent set of criteria - transparent to the individual. | L&D Budget Wellness Budget Therapy Parental policies |
The following page will take you through a summary of the ‘why’, ‘how’ and ‘what next’ of our salary benchmarking journey.