1️⃣ How Salaries Are Set and Increased

When we bring someone on board, we're making educated guesses about their impact, performance, and potential. While the agreed-upon compensation reflects these expectations, we're always ready to reevaluate. If the assumptions don't hold up, we act swiftly to adjust.

We've chosen simplicity over complexity when it comes to salary increases. No set budgets. No annual company-wide salary reviews. Instead, our focus is on individual impact. Someone might receive a raise after just three months, another at six months, and perhaps another two years later. Why? Because sometimes, the value someone brings surpasses our initial projections.

So, how can someone get a raise at REBORRN?

There are 3 core performance principles that drive us to provide a raise:

1. They make their manager (or ones above them) obsolete: The goal is to be self-managed and need less day-to-day guidance from their manager or project lead. It's not about sidelining support (we will always provide that), but about evolving to a point where their assistance is a bonus, not a requirement.
2. Scale themselves: It’s great when an employee is top-notch in their role, but their time is inevitably finite. The more they spread their awesomeness, the better. That means training others, sharing knowledge, automating routine tasks, documenting processes, or even mentoring an intern. The goal is to scale their impact. The pinnacle? Becoming so effective that they make themselves non-essential.
3. Provide Exceptional Value: When someone is hired, it's for a specific role or need. Excelling in that role? That's the baseline expectation. No extra rewards for just meeting the mark. But bringing something extraordinary? That's where the distinction lies.

So, does checking all the boxes mean a raise is in the bag? Not quite. It all comes down to a couple of deal-makers

1. Live our Values. Ace the job? Great—but they must also be a walking, talking embodiment of REBORRN’s core values. Our values aren't just words; they're the heartbeat of our team. Fall out of rhythm, and it's a deal-breaker.
2. Company Profitability. In order for the company to give raises it must first have the ability to do so. We can give raises when we meet our profitability and growth targets. Otherwise, we are risking the health of the whole company. Everyone gets to know about our growth and profitability targets during our monthly AHMs (All-Hands Meetings) where we transparently share all results and everyone has the opportunity to ask questions.

How do employees know if they meet these principles?

Employees engage in regular dialogues with their manager through weekly one-on-one meetings (O3s), ensuring that the topic of compensation adjustments, such as raises, is a transparent and expected outcome rather than an unforeseen event.

Throughout these strategic conversations, both the employee and manager collaboratively identify areas for professional growth and craft a tailored Development Plan. This mutual agreement outlines the necessary steps and resources required for the employee to achieve their improvement goals and advance within the company.

How much money should someone get?

We determine an individual's compensation by carefully considering two key elements:

• The value they contribute to the company's success.
• The going rate for their skill set in the industry (essentially, what they could earn in a similar role at a comparable firm). We aim at hitting the top quartile.

When can someone get a raise?

At REBORRN there's no standard salary review cycle:

Compensation discussions don’t happen during a formal performance management review once a year. We don't box ourselves into calendar reminders for compensation chats. Our approach? Constantly tracking our team's growth and potential. Got overachievers? We’re quick to recognise their strides with more frequent salary adjustments—sometimes biannually. Progressing at a steady but slower pace? We give it the time it deserves. And if economic tides turn against us, even when our team is performing at their peak, we collectively navigate the rough waters until we’re back on course for growth.

2️⃣ Bonuses

Or rather, the absence of them. We don't offer traditional bonuses. Our philosophy is that bonuses often provide only a temporary boost. We value consistent excellence and believe that exceptional performance should be recognised regularly, not just through a one-time bonus. Therefore, we reflect outstanding achievements in our monthly reward system, ensuring continuous appreciation and motivation for the team members who fulfil the above-mentioned criteria. This approach aligns with our commitment to fostering sustained excellence and growth.

3️⃣ Benefits

At REBORRN, we go beyond the conventional approach to employee perks. We believe in crafting a work environment where every benefit is tailored to enhance our team’s professional life and personal well-being. Our commitment to fostering a unique and supportive workplace culture is reflected in the array of benefits we offer:

• Unlimited, self-managed vacation policy: We don't like to tell our people when or why to take their days off. We are all different. Our needs are different. And that's what we like and appreciate about each other. As long as we deliver and have the expected impact, we can have as many off days as we may need. Call them mental health days, travel days, off days to go on a road trip, or just Netflix and chill days.
• Working from anywhere: Literally anywhere. For us, working from home does not mean your actual home. We can work from a coffee shop or an island. As long as that does not interrupt the team routines and client meetings, then it is totally ok and even encouraged. We all need a change every now and then.
• All You Can Read Books Policy: We love learning by reading and then applying what we read. Or, simply getting inspired from a book that's totally unrelated to our field of expertise but relevant to our overall professional growth.
• Private Health Insurance: It’s applied the moment someone gets hired at REBORRN. We collaborate with a provider that offers a full program plus a dynamic system available 24 hours per day, 365 days per year coordinating all the medical services our team might need.
• Transportation: We want to make transportation to the office and client meetings, as easy as it gets, so we have managed to offer many different ways to ease our employees’ lives when on the road.

First of all, our partnership with Instaride where we can choose either an e-bike or an e-scooter, not only benefits our city's environment but also contributes to our physical well-being. Recognising the importance of staying active, especially for those spending their days in front of a screen, we believe in combining fitness with a practical mode of transportation to the office.

Another option for those using public transportation to get around: REBORRN provides a monthly ATH.ENA card, valid for metro, bus, or train travel.

• Top-notch tech gear: Having the right setup is crucial for our productivity. Having the right hardware in place, including the laptop that we need to get things done fast, or an additional screen at home, is a high priority at REBORRN. That's why before starting to work at REBORRN, we ask what Operating System (OS) each new joiner prefers using, what kind of headphones fit their needs etc., and we do our best to meet those needs.

These benefits are not just perks—they are integral elements of the REBORRN experience, designed to enrich our professional journey and enhance our overall quality of life.

4️⃣ Stock Options

We want to ensure that our dedicated team members who have significantly contributed to the company’s long-term growth get a piece of this success. This is why have a Stock Options plan. It serves as a long-term compensation form for those committed to helping increase the company's value.

Stock Options are contracts that grant eligible employees the right to buy or exercise a set number of company shares at a predetermined price. This price is determined by our certified auditors based on the current valuation of the company.

Who is eligible?

Eligibility is evaluated annually based on past performance and tenure with the company.

• Employees must have been with the company for at least one year to be considered eligible.
• Must hold a senior role. In some cases, we may decide to grant stock options to high-achievers (not in senior roles) who can significantly contribute to the company's growth (this is on the discretion of the company).

How Does It Work?

Upon eligibility, employees participate in the Employee Stock Options (ESO) Pool and gain access to a percentage of the company stock. The pool is divided among eligible employees, with a maximum cap of 2% per individual.

Vesting Period

The vesting period starts when an employee enters the Stock Options Pool and lasts for three years. Options vest at a rate of 8.33% every quarter (33.3% annually).

Exercising Stock Options

Stock Options can be exercised in two situations:

1. During a liquidation event, such as when an investor or another company acquires REBORRN. Employees must be with the company at the time of the liquidation event to exercise their options.
2. If an employee has completed at least five years of service and their options are fully vested, they can exercise their options independently of a liquidation event.

5️⃣ New Leads Bonus Scheme

Although we only expect Partners and Principal consultants to be active in business development, many times other team members will bring in a new client through their network or manage to significantly grow an existing one (for example, bring in a new Business Unit). When this happens, we believe that it is only fair that they get part of this new engagement - even if they are not actively involved in delivering the project.