The topics covered in this chapter apply to internal employees of Remote. That is, someone who is working for and at Remote.

Total Rewards Philosophy & Mission Statement

Remote's Total Rewards philosophy is to ensure fair, unbiased compensation and fair equity pay along with competitive benefits in all locations in which we operate. We do not agree to or encourage cheap-labour practices and therefore we pay a minimum of USD 40,000 per year, in all locations throughout the world. We hope to inspire other companies to support global talent hiring and bring local wealth to developing countries.

Our minimum pay should not be seen as junior level pay, as in many countries it is much higher than in country rates. We foster an open and transparent environment at Remote and are always open to conversations from our employees regarding compensation. Please reach out to our Senior Total Rewards Analyst or our VP of People should you wish to engage in a conversation regarding compensation.

We specifically refer to Total Rewards so as to include statutory benefits, supplemental benefits (in the locations we are able to offer this) and our global benefits and perks including working in a remote-first organisation.

Compensation Data, Benchmarking and Fair Pay Analysis

The People Team implemented a paid compensation data application called Kamsa. We are now working closely with our Senior Total Rewards Analyst, management and Kamsa to level and benchmark every position at Remote and will also complete a fair pay and equity analysis during this time.

Although Remote aims to be transparent about compensation benchmarking, we might not be able to do so publicly, considering we are paying for compensation data and our Vendor agreement may not allow this.

Remote currently does not offer global pay aside from Director level and above and all Sales roles which are benchmarked at 80% of a Global US rate. For the rest of our population we are using various factors when we make a compensation decision at hiring or during an increase/review process. These include:

Geo Pay Ranges

The above points lean into Geo Pay Ranges (Geographic Pay Differentials) which is what we use at Remote in order to determine compensation levels for our roles.

There are many positives to using Geo Pay Ranges. These include: