Hubspot salaries: Page Not Found | Glassdoor

Average HubSpot Salary By Location, Job Title, and Department

Updated August 22, 2022

$102,938yearly

To create our salary estimates, Zippia starts with data published in publicly available sources such as the U.S. Bureau of Labor Statistics (BLS), Foreign Labor Certification Data Center (FLC) Show More

$49.49 hourly

Entry level Salary

$64,000

yearly

$64,000

10 %

$102,938

Median

$163,000

90 %

Highest Paying Jobs At HubSpot

The average employee at HubSpot earns a yearly salary of $102,938 per year, but different jobs can earn drastically different salaries. Some of the job titles with high salaries at HubSpot are senior vice president, sales, vice president-products, engineering director, and finance director. A typical senior vice president, sales salary at HubSpot is $211,884. Other roles at HubSpot include marketing internship and communications internship. A marketing internship at HubSpot earns an average yearly salary of $30,549.

Highest Paying Jobs At HubSpot

Rank	Job Title	Average HubSpot Salary	Hourly Rate
1	Senior Vice President, Sales	$211,884	$101.87
2	Vice President-Products	$192,953	$92.77
3	Engineering Director	$164,281	$78.98
4	Finance Director	$141,306	$67.94
5	Corporate Counsel	$133,262	$64.07
6	Network Architect	$132,022	$63.47
7	Lead Technician	$130,588	$62.78
8	Enterprise Sales Manager	$125,888	$60.52
9	Senior Software Engineer	$124,857	$60.03
10	Principal Consultant	$120,458	$57. 91
11	Data Engineer	$111,560	$53.63
12	Product Designer	$104,877	$50.42
13	Systems Administrator	$104,264	$50.13
14	Customer Success Manager	$102,149	$49.11
15	Marketing Consultant	$98,511	$47.36
16	SQL Server Developer	$96,294	$46.30
17	Account Executive	$95,847	$46.08
18	Law Clerk	$91,449	$43.97
19	User Experience Researcher	$91,284	$43.89
20	Product Analyst	$89,321	$42.94

Highest Paying HubSpot Competitor Salaries

Some of the competitors of HubSpot are New Relic, LinkedIn, and OpenX. The wages at New Relic average higher than the other similar companies, where the median salary is $135,319 per year. Employees at LinkedIn earn an average of $135,189 per year, and the employees at OpenX earn an average salary of $126,543 per year.

Salaries By HubSpot Competitors

Rank	Company Name	Zippia Score	Average Salary
1	New Relic	4.8	$135,319
2	LinkedIn	4.8	$135,189
3	OpenX	4.6	$126,543
4	VMware	4.9	$126,075
5	Datadog	3.7	$122,324
6	SurveyMonkey	4.7	$120,053
7	Citrix	4.8	$114,526
8	Splunk	4.8	$111,921
9	Intuit	4.8	$106,118
10	QuinStreet	4.9	$101,212
11	Yammer	4.4	$83,798
12	Boston Logic	3. 6	$79,443
13	Tigerpaw Software	3.2	$79,313
14	B2W Software	3.9	$78,964
15	AutoAlert	4.3	$77,098
16	SkillSurvey	4.0	$76,690
17	Nuvi	3.2	$74,009
18	InetSoft Technology	3.9	$72,908
19	Fishbowl	4.4	$72,867
20	Integral Ad Science	4.2	$62,310

Average Pay By State For HubSpot

How Much Does HubSpot Pay By Location?

Cost of living can vary dramatically depending on the part of the country you’re in. Employees at HubSpot earn different salaries depending on their region. The city that stands out for having the highest pay is San Francisco, CA, where HubSpot pays its workers an average salary of $120,089. This can be compared to Cambridge, MA, where HubSpot employees earn an average salary of $106,398.

Salaries By Location At HubSpot

HubSpot Salaries By Department

Workers at HubSpot earn different salaries depending on the department or organizational function that they work in. For example, workers in the legal function earn the highest salaries at HubSpot, with average earnings of $122,884. The second-highest paying department is engineering, where employees earn an average salary of $115,959 per year. The lowest paying organizational functions at HubSpot are marketing and sales, where employees earn $76,013 and $88,382, respectively.

Salaries By Department At HubSpot

How Much Does HubSpot Pay by Department?

Best Paying HubSpot Engineering Position Salaries

Rank	Position	Average HubSpot Salary	Hourly Rate
1	Senior Vice President, Engineering	$201,795	$97. 02
2	Senior Software Engineer	$124,857	$60.03
3	Data Engineer	$111,560	$53.63
4	Data Analyst	$85,720	$41.21

Best Paying HubSpot Marketing Position Salaries

Rank	Position	Average HubSpot Salary	Hourly Rate
1	Senior Product Manager	$135,436	$65.11
2	Analytical Manager	$110,701	$53.22
3	Principal Business Analyst	$102,533	$49.29
4	Senior Business Intelligence Analyst	$101,420	$48.76
5	Marketing Consultant	$98,511	$47.36
6	Communications Internship	$37,990	$18.26
7	Marketing Internship	$30,549	$14. 69

Best Paying HubSpot Sales Position Salaries

Recently Added HubSpot Salaries

Frequently Asked Questions About HubSpot Salaries

Is the pay good at HubSpot?

Yes, the pay is good at HubSpot. Compared to the industry average of $97,834 per year, the average annual salary at HubSpot is $102,938, which is 5. 22% higher.

What is the starting pay at HubSpot?

The starting pay at HubSpot is $64,000 per year, or $30.77 per hour.

How much does HubSpot pay compared to Intuit?

HubSpot pays $102,938 per year on average compared to Intuit which pays $106,118. That works out to $49.49 per hour at HubSpot, compared to $51.02 per hour at Intuit.

How much does HubSpot pay an hour?

HubSpot pays $49.49 an hour, on average.

What benefits does HubSpot offer?

HubSpot offers comprehensive benefits, including health and wellness, paid time off, financial benefits, and employee perks. HubSpot has so many amazing employee benefits such as unlimited PTO, free health insurance, numerous professional development opportunities, and employee perks.

Have more questions? See all answers to common company questions.

Search For Jobs

Zippia gives an in-depth look into the details of HubSpot, including salaries, political affiliations, employee data, and more, in order to inform job seekers about HubSpot. The employee data is based on information from people who have self-reported their past or current employments at HubSpot. The data on this page is also based on data sources collected from public and open data sources on the Internet and other locations, as well as proprietary data we licensed from other companies. Sources of data may include, but are not limited to, the BLS, company filings, estimates based on those filings, h2B filings, and other public and private datasets. While we have made attempts to ensure that the information displayed are correct, Zippia is not responsible for any errors or omissions or for the results obtained from the use of this information. None of the information on this page has been provided or approved by HubSpot. The data presented on this page does not represent the view of HubSpot and its employees or that of Zippia.

HubSpot may also be known as or be related to HUBSPOT INC, HubSpot, HubSpot Inc, HubSpot, Inc., Hubspot and Hubspot, Inc.

Why Salary is Only Half of the Total (Benefits) Package

It finally happened. You just received a call from the recruiter at your dream company, the place where you’ve invested dozens of hours researching and preparing, and likely taken a few “sick days” interviewing. All of your hard work has paid off and they’ve offered you a job! But before you sign on the dotted line, ask yourself: how well do you really understand the total package of your offer?

The reality is that every company thinks about “total rewards” – HR speak for all of the elements of a job offer (which we’ll cover below) – differently. And while in today’s world the average tenure at a company is only a few years, consider your job offer as if it were a long term decision. What are the elements you might expect, and how should you prioritize them against each other?

Base Salary

This is the most common and straightforward part of compensation. Your base salary is the fixed amount of money you receive from your employer for the work you perform. The great thing about base salary is that it’s predictable – you know exactly how much (minus taxes) you are going to get in your bank account each pay period. When evaluating base salary presented to you, don’t be shy about asking these questions:

• Is it an annual base salary or an hourly rate?
• Are you eligible for overtime pay in your role if you work beyond a set number of hours?
• How frequent is the pay period? (Some companies pay monthly, twice a month, or every other week.)
• How often is your base salary reviewed, and at what point would you be eligible for growth in your base? (Either through an annual compensation review or through performance reviews.)

Bonus

Some roles – though not all – are eligible for a bonus on top of their base salary. There are a few different ways you might see a bonus pop up in your offer:

• Performance bonus: This is typically awarded annually and can be determined by company goals (i.e., achieving revenue targets) or individual goals (as measured by a performance review). This could be offered as a flat dollar amount or a percentage of your base salary. A good question to ask your recruiter is whether the bonus is a target or a ceiling – if the former, then you’d have the opportunity to receive a larger bonus if you or the company outperforms goals.
• Sign-on bonus: This is a one-time bonus that is typically paid at the time you sign the offer or within your first few months at the company. Often, a sign-on might be used to help round out any compensation that you’re walking away from at your current company, or simply as an extra incentive to make your offer more compelling. With sign-on bonuses, pay attention to the fine print – most likely, your offer letter will contain a “claw back”, which essentially states that you’re required to repay your sign-on bonus if you leave the company on your own volition within a certain period of time (usually within the first year).
• Relocation bonus: If you’re moving cities in order to take this job, you might ask if the company offers relocation assistance, either in the form of a one-time bonus or a reimbursement of your expenses. Not all companies offer this and it may be dependent on the role or level, but it’s certainly worth checking.

One thing to consider is that bonuses are often taxed at a higher rate than base salary, so factor that in when you’re calculating your take-home pay as related to your offer.

Equity

This is often the most complex part of any offer, and the element that recruiters here at HubSpot spend the most time explaining to candidates. Traditionally in the market, equity is reserved for senior hires; however, more and more companies are opening up their equity pool. (In fact, at HubSpot, we make equity an element of every full-time offer, so all of our employees are shareholders.) Some things to consider if equity is a part of your offer include:

• Is the equity in the form of options or restricted stock?
• What is the vesting schedule (in other words, when does equity convert to cash)?
• Is an equity grant a one-time thing that happens at the time of your offer, or is there potential for additional equity grants over time?

Benefits

This is usually an afterthought for most of our candidates, but the reality is that not all benefits plans are created equal and there is a wide range of coverage options. Most commonly medical, dental, and vision are included, but also things like long-term disability, life insurance, and flexible spending accounts can be added. The biggest question is: how much does this cost you? I once worked at a company where medical, dental, and vision care were completely free to the employee, while other companies may offer plans with higher premiums (monthly payments) and lower coverage (only a certain percentage of a doctor’s visit or a procedure is covered by insurance and you’re responsible for paying for the rest out of pocket).

Other benefits outside of the health sphere can include, among other things, vacation time (do you accrue Paid Time Off or does the company, like HubSpot, offer unlimited vacation?), backup care options (for a child, family member, or even pet), a retirement program, or tuition reimbursement? Pay attention to all of these things carefully, because the incentive to you – or the cost – can add up quickly.

What else?

You may be thinking that with all these elements of compensation we’ve already discussed, what else could there be? Ultimately, if you’re going to make a smart decision, you should be paying attention to the other aspects of an offer as much as the financial elements. For example, you might be willing to take a lower salary if it meant that you could work remotely and not have to deal with commuting into an office. On the flip side, if you know you’re going into a job where long hours are the norm, you might try to negotiate for a higher salary. You also might be in a scenario where there is no room to negotiate an offer. That’s why it’s important to consider what’s at stake, including:

• What level of flexibility does the company offer? Will you be able to work from home as needed or jet out for a doctor’s appointment with minimal issue?
• What stage is the company in and how does that affect your ability to have an impact?
• What career growth opportunities are available? Does the company have a track record of promoting internally? Will you have the opportunity to move outside of your department if you want?

• Do you like the people you’re going to be working with – your boss, your peers, or the people you’ll be managing? Are they people who will challenge you, teach you, and generally be with you enjoyable to work with?

Ultimately you want to be in a role and part of a company where you feel like you’re having an impact, learning and growing, working with great people on a product or service you’re excited about, and can be your best professional – and personal – self.

The last piece of advice I’ll give you is not to rush – while you may be pressured to make a decision on the spot when you get that call from your recruiter, resist temptation and give yourself some time to consider all of the elements and always ask to see it in writing. And never, ever, resign from your current role before you’ve signed the offer letter for your new role. Ultimately, the decision to change jobs is anything but trivial, and the offer is a big piece of how you’ll make that decision, so take the time you need to evaluate all the elements, consult with your family, friends, or mentors, and get to a point where you feel great about your decision before you formally share it.

Originally published Nov 30, 2017 9:00:00 AM, updated November 30 2017

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HUBSPOT INC Executive Salaries & Other Compensation

The charts on this page feature a breakdown of the total annual pay for the top executives at HUBSPOT INC as reported in their proxy statements.

Total Cash Compensation information is comprised of yearly Base Pay and Bonuses. HUBSPOT INC income statements for executive base pay and bonus are filed yearly with the SEC in the edgar filing system. HUBSPOT INC annual reports of executive compensation and pay are most commonly found in the Def 14a documents.

Total Equity aggregates grant date fair value of stock and option awards and long term incentives granted during the fiscal year.

Other Compensation covers all compensation-like awards that don’t fit in any of these other standard categories. Numbers reported do not include change in pension value and non-qualified deferred compensation earnings.

This report is not for commercial use. Thorough reviews have been conducted to assure this data accurately reflects disclosures. However for a complete and definitive understanding of the pay practices of any company, users should refer directly to the actual, complete proxy statement.

Use of Data / Disclaimer

The information shown here is a reporting of information included in the company’s proxy statement. The proxy statement includes footnotes and explanations of this information plus other information that is pertinent in assessing the overall value and appropriateness of the compensation information. For those interested in conducting a detailed compensation analysis, we recommend that you review the entire proxy statement. You may retrieve the full proxy statement by going to the Securities and Exchange Commission (SEC) website at www.sec.gov and entering the company’s name and then looking in the first column for an entry of “Form DEF 14A” (or any similar code). You may also find the annual proxy statement by going directly to the company’s website.

What is a proxy statement?

A proxy statement (or “proxy”) is a form that every publicly traded U.S. company is required to file with the U.S. Securities & Exchange Commission (SEC) within 120 days after the end of its fiscal year. The proxy must be sent to every shareholder in advance of the company’s annual shareholders meeting. All proxy statements are public filings made available to the general public by the SEC.

The proxy statement’s main purpose is to alert shareholders to the annual meeting and provide them information about the issues that will be voted on during the annual meeting, including decisions such as electing directors, ratifying the selection of auditors, and other shareholder-related decisions, including shareholder-initiated initiatives. Also, proxies must disclose specific detailed information regarding the pay practices for certain executives.

90,000 Amazon Raises Minimum Wage, Hires 100,000 New Warehouse Workers

Igor Bakharev

In recent days, Amazon needs a lot of labor due to a strong surge in orders, according to the company’s corporate blog. To solve this problem, the retailer is going to hire 100,000 warehouse workers and drivers. These are full-time and part-time positions.

According to Business Insider , the retailer plans to raise the rate for warehouse workers as well. In the US, by $2 an hour (from $15 to $17), in the UK by £2 an hour, in many European countries by about 2 euros an hour. The company will allocate $ 350 million for this purpose.

Amazon CEO Jeff Bezos said that he was waiting in the company for people laid off from restaurants and bars amid the coronavirus pandemic. “We hope that they will be able to work with us until they have the opportunity to return to their previous job,” Bezos said.

If the unemployed respond to his call, the total Amazon staff in the world will increase to about 900,000 people.

In order to protect warehouse workers from the virus, the company will continue to consult with medical experts.

Recall that last week, an Amazon representative officially confirmed the accusations from users who complained about the delay in orders. The Prime order delivery service is experiencing delays due to a sharp increase in online purchases due to emergency measures due to the spread of the coronavirus. Typically, Amazon’s fast shipping option assumes items arrive on the day of order or the next day. Now, when adding a product to the cart, a message appears that the product will be available within four days.

Recently, Amazon temporarily changed the work schedule of some warehouse employees, inviting them to work from home until the end of March.

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Online calculator for calculating payroll and payroll taxes for LLP in the generally established mode

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For an employee at the GPC

Income

Base OPV

Base CO

Calculate CO separately

Income of GPC (services)

Income of GPC (goods)

Income

On hand

Deductions

Deduction 14 MCI

Deduction 882 MCI

Residency

Citizen of the Republic of Kazakhstan

Foreigner

EAEU citizen

Resident card

Total

Taxes payable

At the expense of the employee

• OPV

  tenge

• IPN

  tenge

• VOSMS

  tenge

At the expense of the employer

• OPPV

  tenge

• SO

  tenge

• CH

  tenge

• OOSMS

  tenge

Under these conditions, taxes are not required to be paid

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Calculation limits

2022

2021

2020

2019

2018

Base rates

Minimum wage

60,000 tenge

MCI

3 063 TNG

KPN

20 %

IPN

OPV

10 %

OPPV

Social tax

Social deductions

9000 3. 5 % 9000 3.5 %

VAT

12 %

Refinancing rate

13.5 %

OOCMC

3 %

VOCMC

2 %

MZP

9000 500 TNG

MCI 9000

9000 2 917 TNG

KPN

20 %

IPN

10 %

OPV

10 %

OPPV

Social tax

9.5 %

Social 9000 3.5 %

NAC 9000 NAC NAC

12 %

Refinancing rate

9 %

OOCMC

2 %

VOCMC

2 %

MZP

42 500 TNG

MCI

2 651 TNG 9 TNG

MCP since April-December

2 778 TNG

KPN

20 %

IPN

10 %

OPV

OPPV

5 %

9000 Social deductions

3.5 %

VAT

12 %

Refinancing rate

9,25 %

OOCMC

2 %

VOCMC

1 %

MZP

9000 2 42 500 TNG 9 TNG 9 TNG 9 TNG

MCP

2 525 TNG

KPN

20 %

IPN

10 %

OPV

OPPV

5 %

Social

9000 9. 5 % 9000 9000 3.5 %

VAT

12 %

Refinancing rate

9 %

OOCMC

1.5 %

MZP

28 284 TNG

MCI

24000 2 405 TNG 9000

KPN 9000 KPN

20 %

IPN

10 %

OPV

10 %

OPPV

5 %

Social

%

Social deductions

9000. 3.5 %

VAT

%

9000 9000 9000 9000 9000 9000 2 Refinancing rate

9.25%

OOCMC

1.5%

Base rates

2022

• MZP

  60 000 tenge

• MCI

  3063 tg

• KPN

  20%

• IPN

  10%

• OPV

  10%

• OPPV

  5%

• Social tax

  9.5%

• Social contributions

  3. 5%

• VAT

  12%

• Refinancing rate

  13.5%

• OOSMS

  3%

• VOSMS

  2%

2021

• MZP

  42 500 tenge

• MCI

  2917 tenge

• KPN

  20%

• IPN

  10%

• OPV

  10%

• OPPV

  5%

• Social tax

  9.5%

• Social contributions

  3.5%

• VAT

  12%

• Refinancing rate

  9%

• OOSMS

  2%

• VOSMS

  2%

2020

• MZP

  42 500 tenge

• MCI (January-March)

  2651 tenge

• MCI (April-December)

  2778 tenge

• KPN

  20%

• IPN

  10%

• OPV

  10%

• OPPV

  5%

• Social tax

  9. 5%

• Social contributions

  3.5%

• VAT

  12%

• Refinancing rate

  9.25%

• OOSMS

  2%

• VOSMS

  1%

2019

• MZP

  42 500 tenge

• MCI

  2525 tenge

• KPN

  20%

• IPN

  10%

• OPV

  10%

• OPPV

  5%

• Social tax

  9.5%

• Social contributions

  3.5%

• VAT

  12%

• Refinancing rate

  9%

• OOSMS

  1. 5%

2018

• MZP

  28 284 tenge

• MCI

  2 405 tenge

• KPN

  20%

• IPN

  10%

• OPV

  10%

• OPPV

  5%

• Social tax

  9.5%

• Social contributions

  3.5%

• VAT

  12%

• Refinancing rate

  9.25%

• OOSMS

  1.5%

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How much IT specialists in Poland lose on the fall of the zloty and how companies react

Relocators in Poland calculate “losses” due to exchange rate fluctuations. Last week, the rate overcame the mark of 5 PLN for 1 USD (this week already 4.8 PLN). Most Polish companies, including those with Belarusian roots, do not have salaries tied to the dollar.

10+ stories that were shared with us are very similar: salary in zlotys, revisions once a year, no indexation — only in one case the company offered to compensate for the fall in salary with an annual bonus. Most interlocutors are looking at the market.

And here are the poll results from the @dzikpic channel.

We share several cases.

“The most dissatisfied are those who moved back in 2020”

— Moved to Poland in April 2022. I work in a food company. All contracts are in zlotys. The company does not index wages.

During the relocation, the salary was calculated at the rate of 4.3 zlotys per dollar, and net it remained the same as in Belarus . The salary for September in dollar terms at the current exchange rate will drop, according to my calculations, by 12-13% compared to the salary when moving. The most dissatisfied are those who moved back in 2020, when the dollar was below 4.

Belarusian employees tried to explain to the American leadership that they wanted contracts in dollars, as in Belarus, but to no avail.

Perhaps the issue is not resolved due to the fact that the new CEO has his own plans. After the opening of the Polish hub, the company created a hub in India, where hairing is active, and hairing was closed in Poland.

Colleagues are waiting for the New Year, when there will be scheduled salary revisions. Then, most likely, those who cannot agree on new money/conditions will slowly start to leave. Personally, I don’t have any plan right now: I’ll get a blue card, work for a year, and see how the situation develops.

https://www.walutomat.pl/kursy-walut/usd-pln/

“I left, I work b2b in an American company with a link to the dollar”

— In Belarus, I worked in a grocery company with British roots. He moved to the Polish office of the company in March of this year. In Belarus, wages were pegged to the dollar, but not in Poland. Moreover, during the relocation, the Belarusian salary was indexed at the rate of 3.8, although at the time of the move, the rate was already 4.3.

During three months of work in a new location, I lost about 1.8 thousand dollars (net) relative to the net salary in Belarus.

Then the whole company had a review, the net salary became almost like in Belarus, 100-200 dollars less. But in the end, I decided to quit. Now I work on b2b in an American grocery company, the salary is pegged to the dollar, it has grown by about 15-20%. It comes out 90 thousand dollars a year.

“For early dismissal – a fine, + you need to return the relocation bonus”

— I work in a grocery company. Moved to Poland in June 2022. About 400 people work in the Warsaw office.

I have a contract for 2 years, salary in PLN. Due to the depreciation of the zloty against the dollar, the company did not do any indexation.

I’m already looking at vacancies in other companies where the salary is pegged to the dollar. But I don’t take any other steps and I don’t complain. I am bound by the terms of the contract, for violation of which the company provides for large fines.

So, if you leave before the end of the contract, then you will have to pay a fine in the amount of two months’ salary, compensate for the relocation legal support fee in the amount of $5,000, and pay a relocation bonus. In my case, this is 14 thousand dollars that the company paid for my entire family when moving.

But after a year and a half of the contract, every month the relocation bonus that will have to be paid upon early termination is reduced by 10%. At the end of the contract, you can quit without obligation.

“P

relocate your salary to zlotys at the exchange rate on the day the contract is signed ”

— I work for an American outsourcing company, I also have my own products. The staff is about 2 thousand people. Offices in EU countries, USA, Belarus, Ukraine.

Personally, I don’t live in Poland yet. But according to some colleagues who moved, their dollar salaries fell by 20%. In the Polish office, unlike the Belarusian one, there is no peg to the dollar. When relocating, your salary is converted into PLN at the exchange rate on the day the contract is signed. And then they pay this fixed amount in zlotys, regardless of exchange rate changes.

The company refuses to index wages despite the revenue in dollars. Some employees plan to quit and look for another job if their salary is not reviewed on an individual basis.

I’m going to relocate in November. In the contract, the salary in zlotys will be recalculated to the new rate. In addition, there will be a salary review in November – when moving to Poland, it will be reviewed with the rates of the local market. Plus, the company will pay out a $2,500 net relocation bonus.

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“There was a salary revision in August, but the 10% increase in exchange rate jumps has already burned out”

— I work in a large outsourcing company with Belarusian roots, state 3+ thousands of people. I have been living with my family in Wroclaw for more than a year. I work according to my mind about practice, the salary is tied to gold.

In August there was a salary review, and I added another 10% to the desired amount in dollars for exchange rate jumps. Alas, these 10% have already burned out.

The Belarusian colleagues, including myself, have repeatedly raised the issue of tying salaries to the dollar, which Polish colleagues are very surprised at. “Why, can he crawl back?”

We don’t have any indexing scheme at the moment. According to management, they are allegedly considering options, but so far they have not come up with anything. It seems strange to me, because the company is a galley, and people are paid in foreign currency. It remains to be hoped that all colleagues will be outraged, and the company will have to reconsider its approach to payroll.

>>> list of Polish job boards with IT vacancies

“You guys are in Poland, and here everyone is paid in zlotys. Get used to it”

– I work in Poland on b2b for a company with Belarusian roots. Salary in PLN. Reviews once a year. There is no indexing. Over the past year, until there was a revision, the salary fell by $500. Recently there was an increase of $500 equivalent. But by the time the invoice was issued, they turned into $400.

For months now, the company has been saying it’s been trying to figure out compensation options. In addition, there is an argument: “You guys are in Poland, and here everyone gets paid in zlotys. Get used to it.” There is also no talk of compensating for annual inflation. Therefore, I plan to look for a new job soon.

“EPAM is not indexing yet”

– Moved to the Polish office of EPAM a couple of months ago. With the relocation, my gross salary increased by 45%. For some less experienced colleagues, the growth was even greater – by 50-100% compared to the Belarusian salary.

But now, due to the fall in the exchange rate, my salary in dollars has fallen and has become almost the same in Belarus. EPAM is not indexing anything yet. If this continues, I’ll go talk to the manager about a raise.

“They promised a bonus of 15% of salary”

– Moved to Poland in 2021.