Our compensation philosophy

Four principles guide every pay decision we make:

Fair : People in the same role, at the same level, with the same responsibilities are paid equitably.

Data-based : We use Figures, a benchmarking tool built for European tech companies, to anchor every salary to market reality. Decisions are based on data, not gut feel.

Simple : Every employee can understand their compensation, where they sit within their band, and what it takes to move up.

Open : We publish salary ranges in job ads and discuss them from the first interview. No surprises after you sign.

How we define roles

Every role at Ofelia sits on one of two career tracks.

Individual Contributor (IC) track

Management track

Job levels are assessed across six dimensions:

1. scope & impact

2. autonomy

3. process & delivery

4. project complexity

5. problem solving

6. business knowledge.

Your level reflects the quality and complexity of your contributions not just your years of experience.

Progressions are merit-based, not automatic.

IC1 → IC2 is expected. IC3 and above require demonstrated impact and, for the highest levels, a company need.

How salary bands work

Each job level has a salary band. The band widens as levels increase because senior roles require more room for differentiation.

What's included in your package

Fixed salary : your base, set within the band for your level and location.

Variable pay : for roles where this is market standard: Sales, Pre-Sales, Customer Success, Marketing. The variable target is included in the salary range published in job postings.

Performance bonus : employees rated "Expanding Impact" in their performance review receive a one-time bonus, on top of any salary increase.

Profit sharing : up to €2,000 annually, based on company performance.

How salaries are reviewed

Reviews happen twice a year following a structured process:

1. Salary bands updated : market analysis refreshed via Figures

2. Budget set : CHRO and CFO define the total increase envelope

3. Data gathered : performance ratings, market position, and salary history for each person

4. Proposals made : HR proposes increases based on three factors: company performance, individual performance, and market alignment

5. Manager review : managers provide context and validate proposals

6. CHRO sign-off : consistency and fairness check across the company

7. Communicated by managers : every person hears the outcome with the rationale, not just a number

Inflation is not handled as a separate line item. It is inherently reflected in the annual Figures benchmark update, so market alignment already accounts for it.