💰 Compensation Guideline¶
Top performance deserves top compensation — everywhere.
We pay at the top of each local market, with transparent formulas and automatic adjustments. Performance matters more than tenure. Fairness is built into the system.
🎯 Our Compensation Principles¶
💎 Top‑of‑Market, Everywhere
We offer market‑leading salaries for every role in every country. No back‑and‑forth negotiations — we present our best offer upfront. You focus on impact, not anxiety about pay equity.
📖 Radically Transparent
Employees can access the global salary grid, formulas, and data sources. Pay is determined objectively and consistently. If you find a discrepancy, challenge it — that’s our commitment to fairness.
🚀 Performance‑Driven, Not Tenure
We reward personal excellence and growth. Top performers are recognized regardless of company results. One outstanding individual delivers more value than multiple average performers.
🔄 Automatic Adjustments
When market rates increase, all employees in that role receive an adjustment — automatically, no negotiation required. Your pay keeps pace with the market throughout your career.
🌍 Global Equity
Whether you work from Sofia, São Paulo, or Singapore, you receive highly competitive compensation adjusted for cost of living, taxation, and currency. Same standard, everywhere.
🌱 Growth‑Focused
Career progression, skill development, and broader responsibilities are all reflected in compensation. Our Management Model shows how to grow and what it unlocks.
🌎 How We Benchmark Compensation¶
Paying at the top of the market is not a slogan — it’s an ongoing process. We continuously monitor local and international labor markets to ensure our salaries reflect current realities.
📍 Local Market Data (LMV)
Based on trusted regional salary surveys, recruiting partners, and public data sources.
🌐 Global Market Value (IMV)
Referencing international platforms like PayScale and Glassdoor to align with global IT industry trends.
⚖️ Cost‑of‑Living & Tax Adjustments
Ensuring net pay is competitive after factoring in currency, taxes, and purchasing power.
🔄 How Compensation Evolves¶
Automatic Market Adjustments
- We review market data regularly, especially before new hires.
- If the market value for a position increases, all employees in that role worldwide receive an adjustment.
- Pay updates happen automatically — no need to request or negotiate.
Ongoing Competitiveness
- Regular benchmarking against global and regional competitors.
- Collaboration with international recruitment agencies and compensation experts.
- Adjustments for inflation, exchange rates, and economic shifts.
- Internal equity: comparable skills and performance = comparable pay across countries.
Growth & Mobility
When you move across countries or take on broader responsibilities, we reassess compensation to reflect:
- The new local market value
- Cost of living and taxation
- The scope of new responsibilities
📊 Compensation Formulas¶
Individual Contributors (IC)¶
- LMV (Local Market Value): Highest salary from trusted local sources + 10% buffer
- IMV (International Market Value): Global benchmark (e.g., PayScale, Glassdoor)
- Tax rate: e.g., 38% for U.S.-based salaries
- COL multiplier: Cost-of-living adjustment for location
Management Positions¶
- HAS (Highest Announced Salary): Highest published salary for equivalent role on global platforms
- Tax rate: e.g., 38% for U.S. taxes
- COL multiplier: e.g., 0.75 for Sofia, Bulgaria
📖 Full details: See the IC Frameworks and Management Frameworks pages for complete formulas, examples, and salary grids.
🏁 Summary¶
At Brax, compensation is:
- Globally fair, locally competitive
- Transparent and data-driven
- Linked to performance, growth, and contribution
By paying at the top of each market and empowering people to understand and own their career trajectory, we reinforce our commitment to excellence — building a truly high‑performance global culture.