Thelander Pay Plans are designed to add the right amount of formality and structure to your private company. A balance must be struck between hiring and building the organization while avoiding salary and equity bands unsuited for a younger company.That is where our salary and equity ranges for director level and below positions make sense. Even in roles with “manager” titles, compensation is comparable for individual contributors and those who manage other people.
Compensation isn’t a guessing game — but for many startups, it’s a challenging task to put their house in order. Early compensation decisions are often reactive: hiring quickly and negotiating offers on a case-by-case basis.Over time, the mistakes compound — inconsistent pay, difficulty closing candidates, retention risk, scrutiny from investors and boards — which will impact the company’s future success and fundraising.
Private companies (AKA startups with fewer than 200 people) need a compensation structure so they’re not making one-off decisions. Investors and boards expect a clear compensation framework — one that aligns cash and equity with company stage and accounts for the option pool with an eye towards the future: equity needed for new hires, refresh awards, and future option plan reserved.
That requires more than ad hoc decisions. It requires structure.
Companies have leaner teams so getting the compensation right from the start is paramount. In order to be set up for success, talent is more sophisticated in having compensation discussions and you need to be prepared. Having a framework to rely on allows informed decisions on cash and equity when hiring, promoting and retaining talent.
Pay Transparency laws require employers to disclose salary or wage ranges for job roles. As Pay Transparency laws expand across the country, they represent a fundamental shift for founders in how you hire and compensate your team.
Having salary structures rooted in real-time market data reduces the potential for internal friction and builds a foundation with clear cash and equity ranges for what someone earns today — and how it progresses as they advance from entry-level to director.
The sooner a private company puts this infrastructure in place, the better. It frees leadership to focus on building the business — not playing defense on compensation.
A Pay Plan is a private company salary structure — a defined framework of job levels, titles, and cash and equity ranges by function. It gives companies a consistent, defensible basis for every compensation decision, from a first hire to a director-level offer.
Private life science and tech companies, typically with fewer than 200 employees, who are making compensation decisions without a formal structure in place.
It’s never too early. The sooner the infrastructure is in place, the less time leadership spends playing defense — and the stronger the foundation for every hire that follows.
As a company raises capital or revenue grows, cash and equity ranges shift — sometimes significantly. Thelander Pay Plans are grounded in market data that reflects those shifts by financing stage, so companies can plan ahead rather than react.
That’s exactly the kind of work Thelander builds for clients.
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