Neuromatch believes that people are the most important factor to succeeding in fulfillment of our mission. Each staff member is hired to make significant contributions to our organization and our mission. To ensure that we hire the best employees, provide them clear direction and guidance, and compensate them in a fair and equitable way, we follow this employee policy.
Staff requisitions must be initiated by the department supervisor/manager and approved by the Chief Executive Officer.
Personnel requisitions should indicate the following:
- Position title.
- Position hours/shifts.
- Reason for the opening.
- Essential job functions and qualifications (or a current job description may be attached).
- Any special recruitment advertising instructions.
All new positions require job postings. Job postings will include essential job functions and qualifications and will mention which people or positions in the company will work most closely with this position.
These postings will always be posted internally and externally with sources appropriate to the position being filled. Jobs will remain posted until the position is filled.
Current staff and volunteers of Neuromatch may apply for positions.
For each job posting, a hiring committee will be created that consists at least of the hiring manager and another manager of the corporation.
To help provide a less biased interview experience, the hiring committee will create a set of structured interview questions that are asked to each applicant. The hiring process will consist of at least two rounds of interviews with at least one round attended by multiple members of the hiring committee.
Neuromatch will notify applicants who are not selected for the position.
Board members, internal staff or volunteers, and others that manage or advise an applicant inside or outside of the organization are not permitted to take part in the interview of that candidate.
To allow adequate time for an applicant to make a decision, job offers are valid for at least 5 days.
We use Glassdoor.com and Payscale.com for a given position title and average the results from both of them. This is our baseline. The starting salary may be adjusted slightly upwards or downwards (less than 10%) based on skill level/previous experience. The salary in a job offer is made clear to the hiring committee before issuing the job offer. Thereafter, salary is subject to changes based on performance and cost of living adjustments during yearly reviews. Neuromatch is a worldwide organization and operates remotely in all locations. We adjust salary based on the cost of living in a given region through the following formula.
Salaries are calculated using the average in the United States. This value is compared to the cost of living in the target region, and we use the midpoint between these two. This results in us paying lower than average if you live in a very high cost of living area, and higher than average if you live everywhere else in the world.
Our hope is that this provides a fair way to average out compensation in a remote work world while providing incentives for us to serve our mission by engaging with a broad, diverse network of talent.
As a nonprofit organization, it is not possible for us to offer equity. Some positions come with performance bonuses and commission as explained in the job description.