<aside> 💰 This page explains how we approach curating a competitive market salary for roles outside of the UK for those joining us as employees.
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We made several considerations when deciding to localise reward to the country a person lives in
Equity in the team We want to avoid a situation where some team members have significantly less discretionary income than others doing the same role in another country, e.g. one person being able to afford a palace vs another person only affording a one bedroom flat.
No golden handcuffs We don't want to introduce the concept of 'golden handcuffs' - where the reward may be so good at Learnerbly it couldn't be matched locally, which means people could stay with us (even when they're unhappy) because of the reward.
Staying competitive everywhere If we lowered the salary ranges everywhere to a universal amount, we'd struggle to hire talent in markets where the cost of living is higher.
Ability to hire more people If we paid everyone we hire at a UK salary (based on London), we'd have to hire less people overall as our reward costs would significantly increase (taxes, benefits, salary etc.).
UK Equivalent Salary
Cost of Living (COL) Adjustment
Learnerbly Strategy
UK Equivalent Salary
COL Adjustment for Nepal
Learnerbly Strategy
Omnipresent employ our people - wherever they may be (outside of the UK) - on Learnerbly's behalf and act as an Employer of Record [EOR].
In other words - Omnipresent act as the employer legally, Learnerbly is still the company you work for. 🤩