Kepler is built on a culture of transparency that informs how we engage with our clients, how we collaborate with partners and colleagues, and how we compensate our team.
We recognize how important it is for employees to know where they stand with compensation. A recent survey showed that 67% of employees want more information on transparency and equity from their employers, but only 25% of employees know the salary range for their role.
At Kepler, our culture of transparency extends beyond how we engage with clients and partners. We believe every employee should understand our compensation philosophy and practices. Understanding how we’re compensated allows us to plan for the future and be sure we’re being paid equitably for our skills and contributions.
Transparency builds trust within our team
Fair and transparent compensation promotes equity across gender identity, race and sexual orientation
Our team's hard work and commitment to Kepler should be rewarded
Kepler’s success is driven by our people. Our compensation strategy is designed to attract, reward and retain top talent, and to support our team members' wellbeing as people, not just as employees. We also want to empower our employees and remove what can be a point of stress: wondering if you’re being fairly compensated. We follow objective, predictable, and consistent guidelines when determining compensation in order to ensure equitable pay, and to help employees understand how they can increase their compensation.
We want you to understand where compensation starts, and where you can grow in your role and as you grow in your career. For those considering joining our team, we want you to understand not just the starting compensation in your offer, but also the type of growth to expect and how your compensation can increase during your career at Kepler.
Cash compensation in the form of salary and bonus
Additional value provided to employees in the form of traditional benefits, stipends and other perks
Kepler has made a global commitment to increasing transparency around pay practices. This page will be updated as we take these steps in each region where we operate.
At Kepler, salaries and bonuses are determined by the following pay bands:
100% of our employees are paid within the salary band for their role. We conduct a rigorous benchmarking analysis every 1-2 years to ensure that our salary bands remain competitive.
Compensation growth is also a priority for Kepler. In addition to increasing compensation through promotion, all employees in good standing are eligible for annual raises within their current role.
We know there is a lot that contributes to building an engaged, productive and innovative team. We ask everyone to bring their full self to work and our indirect compensation package is designed to support our employees as humans first. We provide best-in-class health insurance, help employees save for retirement, subsidize home office equipment and technology, and support employees’ health, wellbeing, and personal growth through our benefits package.
We also offer benefits such as unlimited PTO, generous parental leave, short and long term disability coverage, employer-provided life insurance, AD&D insurance and tax advantaged savings accounts (FSA, HSA).These benefits contribute significant value to our employees and are a key component to our compensation structure.
*on average
**calculated based on salary
We are constantly striving to achieve equity for all our employees. Though equity is complicated and hard to guarantee, we conduct regular audits of our businesses practices, including our pay structure, to identify and correct any disparity in how our employees are treated.
We are proud to say that our current pay analysis shows gender and racial parity across each of our pay bands.
At Kepler, we’re committed to our employees and we’re transparent, straightforward, and collaborative in all that we do, including our compensation strategy.
