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Our culture
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We have a saying here: “We design our culture like we design the product.” we believe that culture is the most important foundation for a successful company.
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A great culture provides the context for people to deliver their best work. Our goal is to find the fastest way to win and our culture is designed to allow us to achieve this.
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We believe that the best hires are those who optimize to learn, not earn. We aim to promote a culture of mobility that is entirely based on how well you perform.
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At Otis, you learn a lot by working on hard challenges with amazing teammates and what you learn and achieve increases your market value. Knowing that other companies would quickly hire you is comforting as we believe that very few companies will be able to match our culture and quality of colleagues.
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Learn more about culture here: https://www.notion.so/otiswealth/Company-Culture-cf25a1c921b142b2a67ae993493bae13
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Our beliefs
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1. Your compensation is pegged to the market for your level, experience, and skillset.
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2. A change in responsibility happens before a change in compensation. This means that we expect our hires to perform at a higher level, before they get paid at a higher level. Not the other way around.
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3. All employees will be marked to market on an annual basis in Dec. Simply put, your compensation can increase if the market value of your skillset increases, or if you are outperforming and get promoted.
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How this document works
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This is the Otis guide to salaries and compensation. Given our belief in transparency, all candidates and employees have access to this information
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We strive to pay near the top of the market (75th percentile). Data is based on Series A companies that have raised $10M to $25M in the NYC area.
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We don't negotiate these numbers as we don’t believe that better negotiators necessarily make better employees.
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While we use this as guide for compensation, our culture is still one where we seek ideas from all team members.
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Team
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We have two bands: 1) technology (engineering, design, product, data) and 2) business (investments, operations, marketing, etc)
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We pay the same across each level within each team.
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We do this to signal that we value talent across all of the teams working together.
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Roles
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The interview process is designed to accurately determine level.
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If you want to increase your compensation, become better at what you do and drive impact.
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Equity
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We want to hire team members who are motivated by increasing the value of their equity.
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As such, we are completely transparent with all of the necessary information to understand the value of the equity grants.
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Unlike most tech companies, we offer equal equity bands between tech and business roles.
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Cities
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Given our belief in remote work and flexibility, we do not adjust compensation based on location.
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Our salaries are pegged to NYC market levels.
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Promotions
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Reviews happen twice a year (July & Dec)
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