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Hello, thanks for taking the time to provide us with your feedback. I would like to address the comments you raised on compensation and our Restricted Stock Units (RSU's).
Glassdoor jobs and compensation is based on two third party survey data vendors that release updated salary ranges twice a year; we use these data sets for our Spring and Fall Performance management focal process. Our goal is to always pay people fairly by taking into account the entire pay range for a job and level. In addition we take into account the person's skills and experience relative to the range while having room for growth in that range. Most organizations in all industries target competitive wages at the 50th percentile when benchmarking pay to the external market. At Glassdoor, for Technology and Non-Technology job profiles we pay to the 75th and 65th percentile respectively. This means that 65-75% of organizations we compete with, will pay less than our rate for that role. We index ourselves against companies of similar (size, age, market, industry, geographical tier).
RSU grants are also compared to the external market by role and level within Glassdoor. RSUs function as a Long Term Incentive reward (successful performance and tenure offers more rewards). Currently it can be a bit confusing as we migrate off the older LTIPS program and into RSUs (many teammates have both types). However, the good news: later this year there will be a new feature in Workday which will offer our teammates a complete view of the Total Direct Compensation (TDC) they receive from base pay, bonus/commission, long term incentives (i.e., LTIP, RSUs), 401k company matching, FICA tax matching and the actual value of all other the other health, welfare, and life & disability, reward & recognition and employee perks. If you ever feel your compensation is not competitive, please speak to your Manager, People Business Partner or send an email to the compensation team (people@glassdoor.com) so we can look into any concerns and respond. Thanks again for the feedback. - Brian Conner, Sr. Director of Total Rewards & People Ops
