The following policy applies to U.S. employees and all full-time contractors.
Salary
Fair compensation is critical to making Tidepool a desirable place to work and helping our employees lead happy, healthy lives inside and outside of the office. When used as a motivational tool, though, it can incentivize the wrong kind of optimizations. Our goal with salary is that it checks the box of "enough" for folks who are excited about working at Tidepool (because of our mission, people and products) and then fades into the background.
As a non-profit, and as a startup trying to extend our financial operating runway as long as possible, we ask people to let us know what is the lowest salary that they feel is fair compensation for their work, but that won't put them into a situation of going into debt or not being able to pay the bills.
Your compensation reflects what you do for Tidepool, and how well you do it. Your compensation does not reflect where you live. This will tend to benefit people that live in lower cost of living areas, and may be a challenge for people who wish to live in higher cost of living areas like the SF Bay Area or New York City.
Our target is to pay people at the 50th percentile of the fixed, base salary for the position, when compared to similar jobs around the US (except for higher cost areas, as noted earlier). We use the Radford Global Technology Survey as the comparison basis.
Tidepool re-evaluates compensation annually based on updated Radford data we get once a year. Our ability to offer raises is also dependent on our current financial situation.
Bonuses
Tidepool does not currently give bonuses. However, we offer all full-time Tidepoolers an annual Wellness and Productivity Stipend as a perk.
Equity
As a non-profit corporation, Tidepool has no equity investors and does not award stock or stock options.