Compensation
At Nebulab, we approach compensation with a commitment to fairness, transparency, and recognition of your hard work and talents. Our compensation strategy is designed to reflect not only the value you bring to our team but also to ensure you feel appreciated and motivated.
Compensation Philosophy
We've been around long enough to know that a well thought out compensation philosophy it's a fundamental part of company culture and it's crucially important to find people that are aligned with our Values .
Here are the key aspects of our compensation philosophy:
Everyone is an Employee: No one working at Nebulab works behind an hourly pay. Despite some contracts differences based on location, everyone is an employee with a monthly salary.
Market-Competitive 75th Percentile Salaries: We continuously Mercer benchmarks to offer salaries that are competitive and fair. This ensures you receive compensation that aligns with your skills, experience, and the standards in your field.
Yearly Reviews: Salary reviews are conducted yearly to assess and adjust compensation in line with your professional growth, contributions to Nebulab, and changes in the market.
Transparency in Process: We maintain transparency in our compensation processes. You'll always know how your salary is determined, and we encourage open discussions about our compensation policies.
Benefits as a Compensation Extension: Beyond the paycheck, our compensation package includes various Benefits designed to support your overall well-being and work-life balance.
Rewarding Excellence: Aligned with company overall performance, we recognize and reward outstanding results. Our compensation structure is designed to acknowledge exceptional contributions, ensuring that your efforts are duly rewarded.
We understand that fair and thoughtful compensation is key to fostering a satisfied and motivated team. We're committed to providing a package that not only meets your needs but also acknowledges your invaluable role in our team success.
Global Compensation
We hire people all over the world, with no restrictions on geography or nationality. This allows us to tap into the global talent pool and enrich our team with diverse perspectives.
Compensating a global team presents a few different challenges and there are some renowned compensating strategies:
Same salary regardless of location
Match salary to cost of living
Adjust salaries according to the job market
After battling with this problem, we concluded the meaningful strategy for us is to adjust salaries according to the job market.
Main goal: Compensate people fairly and competitively worldwide while scaling the company sustainably.
In designing our compensation strategy, we considered:
Hiring Flexibility: Paying everyone the same salary would have hindered hiring in specific regions and profitability.
Fairness: Paying local salaries felt fairer than a universal salary, resulting in equitable outcomes for employees.
Competitiveness: Paying based on job market data allows us to stay competitive and aligns with industry standards.
Cost of Living: This is not only very difficult to estimate, but ultimately represented by the job market implicitly.
This decision aligns with our business model and values, with practical consequences for everyone at the company.
Salary
As mentioned above everyone at Nebulab is an employee and receives a yearly salary paid in monthly installments.
Note: A country-specific salary benchmark—available through Lattice —is used to determine the salary for every team member.
The main difference between employees that work in Italy (where our main legal entity is) and employees that work outside of Italy is that the latter are required to emit an invoice every month—other than that we try as much as possible to align salaries for fairness.
Note: Salaries are paid via bank transfer by the 10th day of each month.
Where is my salary
Your salary can be found on the payroll section of your profile on Bob . It should look something like this:
There are a few differences between between payroll employees located in Italy and international employees, continue reading.
Italian Employees
Salaries in Italy are run via payroll. Everything is inferred from Bob (including hourly PTO and overtime) so the only thing you should do is check the payslip document that's uploaded after you've been paid.
Note: It "Italian labor law" terms, your is Base salary is your RAL.
You can safely ignore the "Local cost of labor" as it's mostly there as a reference and already dealt with for you by Nebulab.
The annual revenue is equally divided into 14 payments - 12 monthly payments and a thirteenth month paid in December by the 23rd and a fourteenth paid in June by the 30th.
International Employees
The yearly revenue reported in the contract is the sum of two components: Base Salary + Local Cost of Labor.
The Local Cost of Labor is determined using the mandatory employment costs that an employer has to pay in a specific country and it's added to base salary as a way to account for self-employment costs.
The yearly revenue is equally divided into 12 monthly payments. Contractor Teammates are responsible for submitting invoices as there is no automated payroll process, continue with the following section to learn how to do it.
How to Invoice
Monthly invoices should be issued to:
Nebulab srlsStrada Comunale Piana, 365129 Pescara (PE)VAT #: IT02112180688
Please follow these guidelines:
the invoice creation date should be the last day of the month the invoice refers to;
you should issue the invoice by sending it to account@nebulab.com by the 5th day of the following month the invoice refers to;
we’ll pay everyone by the 10th (Invoice due date) day of the following month the invoice refers to.
What to Invoice
In the invoice, you should include your monthly pay and any other additional amount such as National Holidays that fall on the weekend , approved reimbursement or overtime .
Invoices information should include also:
your details or your company's details, if you're working through a company;
issuing date;
invoice number;
a brief description for each line item you're including.
The First Invoice
In case you joined the company on an infra-month day, you can calculate your first invoice prorate amount, applying this simple math:
Number of working days in the Starting Month = x
Number of days I've worked during the Starting Month = y
Total Salary = AnnualSalary / 12
Starting Month amount = (TotalSalary / x) * y
If you worked the full month you can go, of course, with the full amount.
Invoicing National Holidays falling on the weekend
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Invoicing Overtime
As previously discussed , we do not want crazy hours at Nebulab. That said, it can happen that some overtime is required for a specific project—in this case you should use the information below as invoicing overtime is not trivial.
At the end of each month, depending on what your working routine has been in the previous month, you’d end up having a positive or a negative hours balance on Bob .
If some positive balance results, we’re going to pay for these extra hours.
The calculation is easy as pie: take your yearly revenue, divide by 1740 hours (annual approximate worked hours*), add a +15% overtime prize and then multiplicate for the overtime hours amount.
A tricky one could be to transform hours and minutes into a decimal number. You can do it using your math skills: 3 hours and 12 minutes - take 12 minutes and divide them by 60. The result will be 3.2 hours in decimals.
There’s no need to double-check on hours since your manager should already validate and approve your schedule regularly. Just add the extra hours to the invoice with the following calculation:
Annual approximate worked hours calculation:
Working hours per day 8
Working days per week 5
Weeks in a month 4,3
- Weeks in a year 52
- Months in a year 12
Working hours in a year (gross) 8*5*4,3*12 = 2,064
PTOs 37 to 44 days = 296 to 352 hours
Working hours in a year (net) = 1768 to 1712 ≈ 1740
Example
Salary 100,000$ → 100,000 $ / 1,740 h = 57,47 $/h
Adding 15%→ 57,47 $/h * 1,15 = 66 $/h
Invoice Template
In case you don’t know where to start building your own template, here you can find an Invoice template in G Spreadsheet and PDF (below) versions.
Template_Invoice_-_Sheet1.pdf
Uploaded now
Compensation Reviews
We use Lattice to administer compensation reviews. We commit to reviewing everyone's compensation package at least once a year, but we may do it more often if market situations change dramatically and/or we need to adjust the general compensation strategy.
In principle, compensation reviews involve:
Your job title: if you get a promotion , you will get a salary bump. Note that, depending on budget allocation, this might only be a partial bump that takes you closer to your target salary.
Your performance: some promotions may take years, but we still want to reward people for performing well and living by our Values . If they think you have really shined, your manager may decide to bump your salary.
Market data: if market data tells us that salaries in your region have increased, we'll increase your salary accordingly.
Keep in mind that the adjustments from compensation reviews are based on the company's current budget and overall compensation strategy: salaries are rarely increased in one-time bumps, but rather over the course of several compensation reviews.
Salary Decreases
We never decrease salaries, even in the off chance of a demotion or unfavorable market conditions. Our strategy is to aim for long-term fairness. If you are being paid above the expectations for your title, market and/or recent performance, we'll simply take that into account in the subsequent compensation reviews.
One exception to this rule is if someone relocates for the long term. Since this is a deliberate decision, we'll work with the teammate to design a competitive offer based on their new job market. If you're thinking about relocating, speak to your manager first to understand how to best approach the situation.