Compensation Principals
We're an open organization, and we want to be as transparent as possible about our compensation principles. Our compensation model is open to data-driven iterations.
We are paying local rates based on cost of market (also referred to as cost of labor). There is no cost of living input in our compensation philosophy.
Compensation aims to be at a competitive rate for your job family, your location, your level, your experience, and your contract type.
We do not disclose individual compensation since compensation is not public.
We base compensation on current position, experience at Content Distribution, and performance – not on what we paid you last month – and, generally, we don't reduce compensation.
We will update this page and the processes throughout the year
We offer bonuses and incentives, but we don't offer ping pong tables or free lunches. We think it is more important to offer people flexibility and freedom
We hire across the globe, but we're not location agnostic. Your timezone, the location factor in your region, and the vicinity to users, customers, and partners can all be factors. For example, we may favor one applicant over another because they live in a region with a lower location factor or because we need someone in that timezone.
All things being equal, factors such as whether a candidate is in an underrepresented group or a lower-cost market vs higher-cost market can help us come to hiring decisions. In this case, both factors are equally weighted and business needs will inform the final hiring decision.
Employment Status
Hiring across the globe isn't without its challenges. There are local regulations and risks unique to countries and regions around the globe.
Rather than attempting to incorporate in every country where an all-remote company has even a single employee, organizations must weigh the benefits of creating a legal entity with other options. There are four means of engagement with Content Distribution These are commonly used arrangements that can be considered by other all-remote companies.
Professional Employer Organization (PEO): In select countries where Content Distribution does not have an entity, Content Distribution can hire professional employment organizations to serve as the employer of record (EOR) in order to facilitate payments.
C2C (Contractor): A corp to corp arrangement, whereby a corporation or LLC invoices Content Distribution LLC for Content Distribution related work.
IND (Contractor): By far the most widely applicable. The individual contractor arrangement can be used in countries where Content Distribution is hiring, yet does not have an entity or PEO agreement in place. This allows an individual to invoice Content Distribution LLC as an individual or via their own company with no partners.
C2C and IND team members are responsible for filing accurate tax statements and complying with all local contracting laws.
Why we pay local rates
Competitive rates for roles vary depending on regions and countries. We pay a competitive rate instead of paying the same wage for the same role in different regions. Paying the same wage in different regions would lead to:
If we start paying everyone the highest wage our compensation costs would increase greatly, we can hire fewer people, and we would get less results.
If we start paying everyone the lowest wage we would not be able to attract and retain people in high-wage regions, we want the largest pool to recruit from as practical
If everyone is paid a standard salary, those who live in high-income areas would have less discretionary income when compared to their counterparts in lower-income communities.
Bonuses
We believe in sharing our success with the people that are responsible for it.
The financial success of our organization is predicated on the value we bring to our clients and internal projects. Individuals in our organization with an outsized influence on the results we create and our costs to deliver service will receive a higher percentage of their total compensation as bonuses.
Compensation Q&A
When will I be paid?
Payments for full-time team members will happen at the beginning of each month for the previous month's work. Payments are always processed by the 3rd business day of the month, or earlier.
What if I leave in the middle of a month?
If you leave the company in the middle of a work month, your payment will be processed by the 3rd business day of the following month.
Can you pay me with X?
We can pay team members with Payoneer, PayPal, or Transferwise. If you use a service we don't currently support, please ask and we can investigate.
How about paid time off and holidays?
Learn more about our PTO policy
When will bonuses be paid?
Bonuses will be processed between 6 - 8 weeks after the end of the quarter. Bonuses will be processed with the following invoice.
How can I increase my compensation?
Start by looking at our Promotion Process