At Aidn, we believe in a straightforward and transparent approach to compensation. This section will introduce you to our way of thinking about compensation.

🎯 Goals

• Make conversations about compensation clear and understandable
• Provide transparency on how compensation decisions are made and when you can expect reviews
• Attract and retain talented individuals who align with our values and contribute to our growth

🔏 Our Compensation Principles

• Fairness: Equal pay for equal responsibilities, adjusted for value-add
• Assessment on equal terms: Your ability to negotiate will not determine your salary
• Transparency: You should understand why your salary is set where it is
• Annual review: Everyone's salary is reviewed yearly as part of a structured process
• The bulletin board test: If salaries were shared publicly, would they hold up to our principles?

🧳 What Makes Up Compensation at Aidn

• Fixed salary: Everyone at Aidn is on a fixed salary. We don't use bonuses or commissions
• Employee share scheme: All employees are offered participation in our share program
• Benefits: Pension contributions, insurance, and other perks are part of your total package

📊 How We Set Salary Ranges

At Aidn, we use salary ranges to ensure fairness, consistency, and transparency—both when hiring and when reviewing compensation internally. These ranges guide our decisions and help us strike the balance between market competitiveness and internal equity.

When we define the salary range for a role, we use several inputs:

• Benchmark data from Tekna, Kode24, Econa, and other relevant sources
• Insights from our recruitment process and internal compensation data