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Open Org · Feb 26, 2025 · 3:30pm UK

How Filmhub Built Their
Public Compensation
Framework

A
Adam Horne
Open Org
D
Drew McGuire
Filmhub · People & Talent
Presented by Open Org · Sponsored by More Happi
Where Filmhub Is Today

Four principles.
One public framework.

01
Levels, Not Titles
8 clear levels across every function. Equal pay for equal impact — no title games, no negotiation theater.
02
Location-Calibrated
Every location has its own factor — not broad tiers. 28 cities and countries, each with a precise market rate.
03
Impact Over Geography
As seniority grows, location matters less. Senior roles compete globally — comp reflects that reality.
04
Total Compensation
Salary plus equity ownership in Filmhub's future. As the company grows, so does the value of every team member's stake.
Where It Started

When I joined,
there was no ground truth

Inconsistent
Every offer made differently. No repeatable logic anyone could point to.
Multiple data sources
Different benchmarks used each time. No single source of truth.
Different parameters each time
Criteria shifted hire to hire. Same role, different formula.
No continuity over time
Each offer was a snapshot. No relationship to past or future offers.
Equity and salary both untethered
Wide variation between team members. Nothing to anchor either number to.
How We Built It

An evolution, not a big bang

01
Built the foundation from Carta data
Pulled compensation data from Carta as the starting point, then shaped it into something distinctly Filmhub's own.
02
SF as the baseline for everything
San Francisco market rates set as the benchmark. Every other location is calculated relative to that anchor.
03
Applied location factors — then made them our own
Started with Carta's location data, then adjusted each factor to reflect what we actually believe about those markets. We still review them.
04
Added the level × location model
The insight that seniority should reduce geography's influence. Location factors now converge toward SF rates as levels increase.
05
Moved to paying in local currency
Over time, we moved to paying team members in their country's currency — not USD. Compensation that actually works where you live.
Levels × Location

As you grow, geography
matters less

L1–2
Pure local
L3–4
10–20% toward SF
L5–6
35–50% toward SF
L7–8
65–80% toward SF
Location factors: actual numbers
San Francisco 1.00 Baseline
Boston 0.92 –8% vs SF
Burlington, VT 0.80 –20% vs SF
Lisbon 0.65 –35% vs SF
Sarajevo 0.50 –50% vs SF
At L8, those gaps shrink dramatically. Geography fades as impact grows.
The Tools

What we built with
and why

Market Data
Carta + Pave
Primary sources for salary benchmarks. Carta also provides the location factors for each market, updated twice a year.
Baseline
SF Market Rates
San Francisco is the anchor. Every salary and location factor is calculated relative to SF. NYC is the only other location also at 1.00.
Targeting
50th Percentile
We aim to pay at the market midpoint for each level and function. Not top-of-market, not below — squarely in the middle.
Band Structure
±15% Around Midpoint
Each level has a min and max set at 15% below and above the midpoint. Offers aren't automatic at mid — they reflect experience.
Review Cadence
June & December
Salary benchmarks and location factors are reviewed twice a year. The system evolves — it doesn't sit still.
Publishing
filmhub-comp.vercel.app
Anyone can explore ranges by function, level, and location. No login. No friction. Fully public.
The Bumps

What didn't go
perfectly

"This is the stuff they don't tell you."
🪞
We weren't as far along as we thought
⬆️
Current team members didn't all fit what we built
📊
The data had more variance than we wanted
💬
A transparent culture means people talk — constantly
🔄
Managers leaned on review periods as a crutch
Lessons & Takeaways

What we'd tell
someone starting tomorrow

01
It's never too early
02
You'll need founder alignment — and you'll still have to push
03
Advocate for people you haven't hired yet
04
Transparency reduces negotiation
05
It's a retention tool as much as a recruiting one
06
It stands out — especially against Silicon Valley norms

Explore the
Comp Hub

See the full framework — ranges, levels, location factors, and the philosophy behind it all.
Explore Compensation → View Open Roles Read the Handbook