The Why & How

Reforge’s people systems, including how we compensate our team, directly support the company’s direction and what we believe it will take to win. We have:

1. A Clear Strategy
2. A World-Class Team to Execute that Strategy
3. An Operating Cadence for that Team
4. Winning Values for how we operate
   • ⛴️ Delivering value to customers is all that matters.
   • 🔂 Maximize the pace of improvement.
   • ⚡️ Small teams do bigger things.
   • 🧠Think like an underdog.
   • ⚙️ Be a problem-solving machine.

The What

1. ⬆️ High Percentile Benchmarking

The What

• We benchmark at market 75th Percentile of companies our size and stage on both salary and equity. We pay higher than 75% of peer companies and less than only 25%.

The Why

• When choosing where to spend a chunk of your career, compensation is important. This high level of investment will help us attract and retain a world-class team.
• We expect everyone to have a higher-than-average degree of ownership and accountability—we’re Navy Seals, not Army Infantry Brigade—and we’ll pay for it.

2. 🗺️ Equal Pay Across All Geo’s

The What

• Anyone doing the same role will not be compensated differently based on where they live.
• For example, two Senior PM’s are on the same band even though one lives in San Francisco and the other in Topeka, Kansas.

The Why

• In an increasingly spread out talent market, this move is ahead of the curve, doubling down on remote-work and attracting a world-class team—not only in major metros, but across the US.