Invisible is committed to fair and competitive compensation that reflects both market conditions and the value each team member brings. Our salary structure is designed to maintain internal equity while accounting for regional differences in the cost of living.
Final compensation is determined by multiple factors, including:
Every offer is unique and tailored to the individual candidate. Additional details on total compensation and benefits will be discussed during the hiring process.
We determine geographic pay tiers using market research and benchmarking tools like Pave, which clusters metros with similar pay rates. Team members are grouped using well-known suburbs or boroughs with their principal city’s tier. Your Talent Acquisition Partner will confirm your tier.
For U.S.-based roles, salary tiers are structured as follows:
For candidates located outside the U.S., compensation will be adjusted to reflect local market conditions and cost-of-living differentials. Salaries will be benchmarked using market data to ensure fair and competitive pay.
Invisible offers a comprehensive benefits package that varies based on location, employment status, and role type. While specific offerings may differ by country, our benefits generally include:
Your Talent Acquisition Partner can provide additional details about benefits and perks during the interview process.
Invisible conducts an annual merit cycle and market data benchmarking. We’ll adjust for changes in the market and reward performance.
We believe in pay transparency and fairness. If you have questions about how compensation applies to your location and experience, your Talent Acquisition Partner is the best resource to provide more details and guidance throughout the hiring process.
