...
Not accepting salary negotiations
There are always people who have mastered the art of negotiating with corporate staff to get a better offer for themselves in the real world of work.
These techniques include, but are not limited to, bidding, using Company A's offer as a bargaining chip with Company B, promising what you can't actually deliver, exaggerating your contributions to previous projects, and so on.
Some people, on the other hand, accept an offer that undervalues them because they are kind.
We don't like taking advantage of people, and we don't like being duped.
As a result, in our salary system, the salary is the same as long as the position and level are determined.
We do not pay more simply because someone can speak well, nor do we pay less simply because someone works honestly.
To determine the appropriate rank, we compare the candidate's level to that of the team's benchmark player.
Many people have to jump through hoops at work because their original company's pay does not correspond to their actual market value.
Every year, we review data on employee We believe in treating all employees fairly and do not believe in taking advantage of or being duped by negotiation tactics.
Our salary system is based on position and level, with no variation for those who speak well or work honestly.
We determine appropriate rank by comparing candidates to the team's benchmark player and ensure compensation is always competitive through yearly reviews of performance, company profitability, and market compensation.We make certain that the compensation we offer our employees is both reasonable and competitive at all times.
Paying as much as possible for all positions
So many of us have gathered here to create products that we are proud of and that our customers adore, as well as to build a respected company.
However, it is unrealistic to generate power for love, so we do our best to pay everyone a decent wage.
Salary levels are We believe in paying a decent and competitive wage to all employees, with salary levels in the top 10% of the market for the same their position and level (Beijing is the base city, cross-checked by multiple sources).
What you see is exactly what you get, no bullshits.
We don't like to play the numbers game, so the salary ranges listed in job postings are all play number games and always list in-hand figures in job postings.
We do not postpone salary payments to the following month; instead, we pay them the pay everyone within the same month .
Global Payments
The cost of living varies inevitably from city to city.
Market salary levels in China's first-tier cities, such as North, Guangzhou, and Shenzhen, as well as third and fourth-tier cities, are bound to differ.
The difference between the two can be 3-5 times or more, and it is sometimes impossible to find a comparable position in the area.
Companies that are astute will hire employees at slightly higher wages than the local average.
While logical, remote teams such as ours would never take advantage of this.
So, whether you live in Shanghai or Quanzhou, we pay the same salary (same position, same level).
There is no year-end bonus.
Let me correct your understanding of the term "year-end bonus."
Typically, year-end bonuses are performance-based.
People who support the practice of year-end bonuses will argue that by giving more money to good employees, they will work harder.
Those who perform well are compensated more, while those who do not perform well are compensated less.
Companies pay a fair wage to everyone, don't they?
No, there are two incorrect premises in this case.
1. Good people will consciously pursue success and do their best to do their job, regardless of whether they have a stack of cash in front of them.
2. The year-end bonus is the company's "original reward to be paid to employees," in the form of XX salary or year-end bonus first withheld, and then decided whether or not to give the following year.
The company saves money if a hardworking employee leaves at the end of the year because he or she did not receive a bonus.
Consider your struggle to earn 3.25, 3.5, or 3.75 performance ratings in order to receive a few more months of bonus money the following year.
And every time you get your bonus, you're nervous because you're not sure if you'll get a high rating this year, and you're wondering if you should quit when you see the number on your bank card every month.
As a result, our policy is as follows: 12 months of salary per year, no year-end bonus.
This is due to the fact that the so-called "year-end bonus" is already included in the high base salary given to employees.
Instead of deferring it until the following year, we pay it out every month.
You don't have to be upset about your performance, and you don't have to argue with your coworkers.
It is preferable to be pragmatic.
The rank and the ESOP behind the rank are used to distinguish the level difference and base of different employees.
We'll go over this in greater detail in the "performance" section.
We do have a bonus plan for the entire company (not related to performance or year-end bonuses), but it is contingent on certain indicators, such as the company's net profit growth rate, so I won't go into it hereand do not offer year-end bonuses, which we believe are already included in our high base salary.
Our policy is 12 months of salary per year, with no need for employees to be upset about their performance ratings or argue with coworkers.
We have a bonus plan for the entire company based on net profit growth rate.
Global Payments
Regardless of location, we pay the same salary for the same position and level.
We believe it is unjust to take advantage of differing costs of living between cities and do not offer a year-end bonus based on performance, but rather ensure a high base salary for all employees.
We determine rank and ESOP based on employee level and performance.