Compensation

Compensation at Intempt is built around growth, not negotiation. Follow the 9 Rare Traits, exceed your level expectations, and promotion will find you. For variable pay, see Commission & Incentives. In the United States and Lithuania this is employment pay; in Ukraine, India, and Poland it is the fee set in your independent-contractor agreement, not a salary or employment benefit.

Happy people are the most productive. Don't stress about compensation. Follow your natural rate of growth.

How we set pay

We pay a little better than someone with your same job in your geographic area. Adjusted for cost of living. The goal is simple: remove pay as something you think about.

Annual review using online job sites and regional salary benchmarks. We combine cost-of-living data for each country we hire in. The regional score is weighted by seniority level so compensation stays fair across locations.

Not sure how yours was calculated? Ask. Seriously. We'll walk you through the whole thing. No pay should feel like a mystery.

How pay grows

• Exceed expectations for 3 quarters = raise. Perform at the next level for 3 quarters = promotion
• Milestone-based - takes effect the calendar month after you hit it
• Don't stress about it. Follow your natural growth. We talk it through every anniversary

Your L&D plan is the best tool for tracking where you stand and what to work on next. Growth and compensation are connected - invest in the first and the second follows.

Spot bonuses

Spot bonuses recognize exceptional delivery. Three tiers based on outcome, not effort. No quota, no cap on how many you can earn per year.

Spot bonuses are tied to what you delivered, not how your year went overall. Ship something great in January and again in August? Two bonuses.