How We Determine Compensation at Co:Create

At Co:Create, we want to hire the best, mission focused people, in a data-driven way. Co:Create has created a framework for compensation that we believe achieves that goal. While Co:Create Ink may deviate from this policy if necessary, Co:Create Ink believes that a consistent, transparent compensation system is critical for successful start-up. Best, Mission Focused, and Data Driven. What that means is:

Best: We have assembled the best team and will continue to do so as we grow, and that means paying for talent. We target the 75th percentile for compensation, based on our company size (discussed below under “Data-Driven”).

Mission Focused: We want people who believe in Co:Create Ink and its mission. We believe the result will be a well-compensated, excited, engaged, and focused team. While there is always a risk that we may lose some candidates to absolute top-paying employers, we believe that well-compensated team members that are mission focused will help us build the best culture, team and product.

Data-Driven: We use benchmarking data to ensure that salaries are consistent, fair, and transparent, based on comparable companies of our industry and size. We use Pave’s salary benchmarking tool to help evaluate compensation.

You Choose Something Extra

Everyone has their own style. It’s a key part of Co:Create’s culture and its product. That is why we offer sign-on options to each employee when they start. Whether you prefer a signing bonus or an additional equity bonus. You get to choose between them when you sign your offer letter.

Signing bonuses are approximately 5% of the starting salary. Equity bonuses are 33% of the equity offered.

Compensation Reviews and Adjustments

Performance reviews happen approximately every 9 months. Conversations with Managers will happen around the same time.

Location Adjustments

The salaries reflected on our job postings are not city specific, but apply regardless of where employees live in the US or Canada. For employees who live elsewhere in the world, we use the same methodology but start with local salary benchmarks.

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