How RPay defines the compensation structure for guilds and team members

Our compensation plan is made up of two key elements: Levels and Steps


Levels set the responsibility grade and expectations of roles at our organization. They may be further defined by impact, seniority, knowledge, skills, or job title, and are often associated with a pay band.

Most companies struggle with seniorities and titles becoming too bureaucratic and confusing. This is why we are adopting a structure in levels that goes from 1 to 3 for non-Director roles and from 4 for Director roles. In this Handbook, we will not address L4.

In general, people in L1 share the following characteristics:

Members in this level show:

The level at which they demonstrate ownership (by pushing and delivering things in high quality and in a timely, consistent manner). Members in level 3 often show:

For engineering members in L3: - Knowledge in software architecture


Within each level, we believe there's a place to have incremental steps to allow for more flexibility (more on this coming later). We define these as follows:

We hire into the Learning step (S1) by default, although there can be some cases where the company strategically decides to hire in Established step (S2)

Why Levels and Steps matter?

Job levels help you make more strategic and consistent decisions around how you hire, engage, promote, retain, and sometimes even dismiss talent. It also helps with:

Guild leaders are responsible for allocating team members in the corresponding level and step according to their skills, years of experience and their performance.

IMPORTANT: We may adjust the total compensation without editing Step or Level if we consider the market rates for the underlying benchmark have gone up for certain roles.