about compensation bands - how does one correlate this with experience ? Because in an early stage startup, this may fluctuate drastically based on what the startup really needs.
For example for a fintech startup, a 5 year devops guy may be making market salary... but a 2 year, talented data science guy may be offered market++ salary. So how do you really structure bands ? And does bands really solve the problem of not pissing people off in this case ?
For example for a fintech startup, a 5 year devops guy may be making market salary... but a 2 year, talented data science guy may be offered market++ salary. So how do you really structure bands ? And does bands really solve the problem of not pissing people off in this case ?