<aside> 🌎 Same work, same pay, regardless of location.

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We believe in transparent, fair, and competitive pay. This page outlines our approach to pay reviews and benchmarking across the team.

💼 Our pay philosophy

Our philosophy is simple: equal pay for equal work.

• Pay should reflect the value of your role, not your postcode
• We use objective market data to guide pay decisions, not negotiation skill or personal circumstances. This ensures fairness and reduces bias in how pay is determined.
• We keep our pay competitive, responding to changes in the market, without being too reactive, avoiding overcorrections and bad decision-making
• We make pay decisions that we can afford

Pay matters — to our team’s livelihoods and to Float’s long-term sustainability. That’s why we respond to market changes thoughtfully, keeping pay competitive without overreacting or making short-sighted decisions.

📊 Benchmarking methodology

We participate in the Global Radford Industry Survey, which pulls a vast collection of remuneration data from across the US—from more than 1,700 technology companies. We pay to participate in the survey and contribute to it by submitting our anonymized pay information every year.

We benchmark each role in the same way. Here’s how it works:

• We use the Radford database to pull current year, 50th percentile base pay for each role and level
• We then filter pay by Employee Industry (Software Products & Services) and Location (San Francisco Bay Area)
• Then we index those numbers. We do not index pay based on location, we proudly index to 95% for all roles.

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This means a Level 3 Product Designer in Canada and Australia are paid the same, aligned to top-tier tech pay

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📅 Timing & process for pay reviews

We conduct team-wide pay reviews once a year in July. Every role is reviewed at the same time, and the process is designed to be transparent, equitable, and sustainable.