Compensation

Jeremy Stanley, VP Data Science, Instacart

Instacart took these steps to institute a data-driven approach to compensation: 1) Tailor market data 2) Define your market position and employee leveling 3) Stress-test your comp strategy 4) Outline the entire benefits of a position’s compensation 5) Track former employees like alumni

Molly Graham, COO, Quip

Molly explains these golden rules for compensation in-depth: 1) No one is ever happy with compensation, and compensation has never made anyone happy. 2) People always find out what everyone else is making. 3) Create a system that revisits compensation only 1-2x a year. 4) On the spectrum between formulaic and discretionary compensation, be as formulaic as you can.

Kevin Cohn, SVP, Operations, Smartling

Kevin provides a framework for structuring executive compensation across every function: • On-Target Earnings • Base/Variable Split • Plan Goals • Measurement Period • Payout Frequency • Decelerators & Floors; Accelerators & Caps

Brittany Rohde, Director, Total Rewards, GitLab

GitLab's not only provides a compensation calculator, but explains how each of the components work: • SF Benchmark • Location factor • Level Factor • Compa Ratio