This page outlines the core principles behind our approach to compensation at Pixelmatters. It provides insights about what lead to the compensation package structure the company uses nowadays.
Everyone at Pixelmatters is compensated in a way that’s fair, competitive, and aligned with market standards. Our structure is designed to fuel ambition and empower individuals to do their best work.
There are no hidden formulas or guessing games. We communicate openly about how compensation decisions are made, ensuring everyone has visibility into their earning potential and career trajectory. We also have transparent Salary Tables. The company has a structured evaluation process and continuous feedback culture, which creates an environment where everyone can thrive.
Our compensation philosophy is built for the long run - balancing competitive rewards with Pixelmatters’ financial sustainability, ensuring the incentives are aligned. We act like a pro sports team, not a family, which means performance matters. Regardless of background, experience, or tenure, we ensure that compensation decisions are based on merit, not politics.
Compensation at Pixelmatters isn’t static. Our model acknowledges both individual and collective achievements, reinforcing our performance-driven culture:
Visual description of Pixelmatters compensation package structure.
Your base salary is thoughtfully aligned with your role, responsibilities, and job level, following our transparent Salary Tables. We conduct a comprehensive review and adjustment process during our dedicated April/May evaluation window to ensure fairness and market alignment.
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As part of our effort to maximize net income and provide flexibility around base salary, we offer optional components.
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The Individual Performance Bonus is a merit-based reward that recognizes your performance and contributions to the company. We evaluate performance during the October/November period, and the bonus is distributed to qualifying employees in the first quarter of the following year.