Every person at each tier and same number of years has the same salary as everyone else at that level. Therefore, we do not negotiate salaries for new or current team members.
We do this because a negotiation process introduces bias and often ends with pay inequity, especially for marginalized people. We believe that every individual should have a fair base pay, without it being impacted (positively or negatively) by an individual's negotiation skills or managerial relationships.
Further, like a peer-to-peer recognition platform, we force ourselves to a fairer recognition method by fixing salary to roles and years in service tiers.
Axelerant will do its best to ensure team members receive fair, equitable pay for their role’s professional service domain equivalent.
Axelerant's salary revisions happen yearly, during a team member's anniversary month, AKA join month. And the revision amount is their relevant role group's time in service in a role. Visit LIVE Salary Ranges.
Further, we are in active discussions with ESOPDirect and hope to bring an equity plan to provide performance, time, and strategic financial outcomes to everyone on the team.
Example L3 Software Engineer salary range
For example, as Bob joined Axelerant on February 3, 2022, their salary revision is every February. On February 1, 2024, by entering their second year with Axelerant, their salary revision would be ₹1,361,189.
When a team member is in a role for longer than the typical time in service expected, their salary is set to the top of their role group's salary range.
From the previous example, as L3 software engineer Bob enters their fourth year at Axelerant, their salary revision reaches ₹1,588,099 because that is the salary range top-end.
Monthly Salary Revision Automation
With Axelerant's salary revision tied to well-defined business logic, automation manages the outcomes.