<aside> 🪟 Pay transparency refers to companies being open about the compensation provided for current and prospective employees, as a step towards pay equity.
</aside>
Research shows that certain demographics are more likely to receive raises than others and some demographics suffer from ongoing bias that leads to a lower salary through the span of a career. Township makes a considerable effort to compensate all of its employees fairly. One of the most powerful tools a company can offer to ensure fair pay is by offering a transparent compensation structure.
Township offers transparency in the following ways:
| What? | Why? |
|---|---|
| Pay changes are considered on a set schedule only. Pay is evaluated each year during Q1 with pay increases taking place on 4/1. | This ensures that the responsibility doesn’t fall on the employee to ask for a raise, as some people are comfortable asking for raises frequently, while others aren’t comfortable at all. Raises on the same rhythm make it more likely that teammates receive similar increases over time. |
| Compensation is set based on skill level, not tenure, years of experience, or education. | Township respects the wide range of backgrounds that may lead to a career with us. Some paths take longer than others, and all paths take a unique shape. Employee pay ranges are set using pay bands, meaning employees of equal levels are all receiving pay within a 15% pay range. Township does not make exceptions to these bands, allowing employees to be sure that no one on their team is receiving a secret exception to established pay bands. |
| Compensation increases with growth, and growth is a major focus at Township. | Township makes every effort to ensure that its employees experience continuous growth. It’s the highest responsibility of our managers, and we’ve outlined growth opportunities in a way that allows employees to take ownership and chart their path in ‣ |
| Management and individual contributors are compensated the same, even though the roles and responsibilities are quite different. | Traditional wisdom suggests that companies should promote their highest performers into management roles, regardless of their interest in or ability to be a manager. Township equalizes management and ICs in an effort to remove incentive from choosing one over the other. Both paths have a clear path set for them within Township, and contribute to the overall team success in important and unique ways. |
We value life work harmony for all at Township, which has been a guiding principle for designing our employment terms, including compensation. We have long given up on trying to compete with the salary offerings found in Big Tech, and in turn have designed a compensation structure that will afford our employees the opportunity to work a healthy and predictable set of hours most weeks. This formula also allows us to keep the business afloat long-term while still keeping pay relatively competitive.
Additionally, Township offers a high level of compensation transparency. While individual salary numbers are not made available, all pay band data for every role at Township is made public.
The goals of Township’s compensation program are:
<aside> ‼️
In 2026, Township made the decision to update pay bands (1) with new industry data and (2) averaging industry data for engineers and designers to create a shared pay band, knowing that the raises we offered in Q2’26 would not yet get the team in line with updated pay bands. For this reason, all team mates’ pay currently falls outside of the min-max salary band for each level. We offered raises that were proportionate to each person’s distance from the updated bands, and will continue to offer corrective raises as Township is able.
</aside>
<aside> 🪟 These bands were reset in Q2’26 considering data primarily from Pave, but evaluated against personally provided contacts within the industry. When researching bands, we begin our research by trying to anchor “Base” pay for each level at the 50th percentile of the market average. Township will continue to monitor market trends on a regular basis, and update its compensation model to reflect evolving trends as needed.
</aside>
Township employees are evaluated for one salary increase per year during Q1, with salary changes taking effect on 4/1. As of 2026, Engineering and Design departments have a shared set of pay bands, and each pay band has three “milestones,” Starting, Base, and Max.