<aside> ✖️ Compensation = UK Level benchmark * Location factor * Signal factor * (exchange rate if not USD)
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MUI positions its bands at the 75th percentile for all positions at a minimum in the United Kingdom. We need to remain competitive and ensure we can attract great talent. The business model of MUI heavily relies on this target: we build tools for other developers, and they expect tools that are of higher quality than the ones they can build internally. For every engineer at MUI, there are ~100,000 developers who decide to delegate work to that person.
The UK-level benchmark is encoded under the contractor hiring path, taking into account the fully loaded cost.
We compute what’s the median for the tuple (career ladder, level).
For example, from this part of the formula, we can display the pay bands:
Random values to illustrate the point.
The bottom of the pay band is set as UK Level benchmark x 0.85.
The top of the pay band is set as UK Level benchmark x 1.20.
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While each UK Level benchmark is computed for each level based on the benchmark data we can find for each level, we can use these ratios as a general guideline to ensure our pay bands are sound:
Individual contributor
| Level | Calculation | Increase | Why |
|---|---|---|---|
| IC2 - Junior | 0.75 x pay band midpoint | ||
| IC3 - Mid | 1.0 x pay band midpoint | +33% | |
| IC4 - Senior | 1.32 x pay band midpoint | +32% | |
| IC5 - Staff | 1.61 x pay band midpoint | +25% | |
| IC6 - Principal | 2.13 x pay band midpoint | +32% | Senior → Staff is an easier jump than Staff → Principal |