There are no negotiated salaries or raises at Basecamp. Everyone in the same role at the same level is paid the same. Equal work, equal pay. We assess new hires on a scale that goes from junior pro…
Employee benefits at Basecamp
Our headquarters in Chicago. I’m often asked about the benefits we offer at Basecamp. Potential employees are obviously curious, but most of the questions I get are from fellow business owners…
Things are going so well we’re doing a hiring freeze
Business has never been better at Basecamp. Despite all the competition, all the noise, and all the changes since we launched 14 years ago, 2017 was the year we earned the most revenue ever. While …
a simple (local) solution to the pay gap — wingolog
wingolog: article: a simple (local) solution to the pay gap
Why we never sold Basecamp by the seat
Even before software as a service became a thing, it was pretty common to sell business applications on per-seat pricing. The bigger you are, the more you pay! At Basecamp, we rejected that model f…
Lunar Logic Blog | Open Salaries: Outcomes (Looking back after 20 months)
What happens when you give employees control of their own salaries? A lot of great things, actually.
How to manage all-hands customer service
At Basecamp, we’ve been running an initiative called Everyone on Support for nearly five years now. Each person in the company, whether a designer, developer or podcast producer, spends a day every…
Handbook of Labor Economics
What new tools and models are enriching labor economics?Developments in Research Methods and their Application, Volume 4A summarizes recent advances in the ways economists study wages, employment, and labor markets. Mixing conceptual models and empirical work, contributors cover subjects as diverse as field and laboratory experiments, program evaluation, and behavioral models. The combinations of these improved empirical findings with new models reveal how labor economists are developing new and innovative ways to measure key parameters and test important hypotheses. - Investigates recent advances in methods and models used in labor economics - Demonstrates what these new tools and techniques can accomplish - Documents how conceptual models and empirical work explain important practical issues
Levels.fyi | Salaries & Tools to Level Up Your Career
Search 1M+ data points for different companies, job titles, career levels, and locations. Explore our tools to help you get paid more!
How We Work — The Support Team
Meet our customer support team! An inside look at how our support team uses Basecamp 3. The Basecamp support team is a fully remote team that spans seven time zones and helps our customers 24 hours…
How to Hire
Most companies approach hiring with faulty assumptions and poor practices. They believe talent is fixed rather than contextual. They fail to create real partnerships between internal recruiters and hiring managers. And they rely too much on salary surveys and rigid compensation formulas. The author shares what she learned about making and keeping great hires during her 14 years as the chief talent officer at Netflix. The process requires probing beneath the surface of people and their résumés; engaging managers in every aspect of hiring; ensuring that recruiters deeply understand the business and are not viewed as support staff; adopting a mindset in which you’re always recruiting; and coming up with compensation that suits the performance you need and the future you aspire to. These lessons may be especially relevant to fast-growing tech-based firms, whose rapid innovation means a continual need for new talent. But organizations of all types can benefit from taking a fresh look at their hiring and compensation practices.
Why Meritocracy Doesn't Work: The Math Behind the Myth
Even a 1% hiring bias compounds dramatically across hierarchies and growth. Here's the math proving why meritocracy fails and diversity initiatives matter.
Salary Transparency at Stack Overflow - Stack Overflow
We believe (and developers tell us) that job seekers should be empowered with as much information as possible when looking for a job – especially salary. So we ran an experiment on Stack Overflow Jobs to see if the evidence would support it. Remarkably, we learned that job listings which include a salary range got 75% more clicks than job listings that don’t. With this experiment, we’re even more convinced that transparency isn’t just the right thing to do, it’s good for companies, too. Along with much of the tech community, we were impressed with Buffer’s boldness and leadership in salary transparency. So…
A Detailed Guide to Remote Employee Onboarding
Employee onboarding affects new hires and your team, so getting it right the first time pays dividends for your company right from the start.
Pricing
Workers AI is included in both the Free and Paid Workers plans and is priced at $0.011 per 1,000 Neurons.
Pay Enough or Don't Pay at All*
Abstract. Economists usually assume that monetary incentives improve performance, and psychologists claim that the opposite may happen. We present and disc
Bosses Are Blowing More Money on AI Agents Than It'd Cost Them to Just Pay Human Workers
Some organizings are finding themselves spending more on AI token fees than they do paying human salaries.
