We’re not trying to be profitable; we are aiming for the maximum achievement of our mission, which means many years of unprofitable, rapid growth – financed by investors who believe in our mission.
RevenueCat has an incredibly ambitious goal: to build a public company by the end of the decade by helping developers make money.
It won’t be easy to get there. Most companies don’t get close. Because we know that most companies don’t win, the bar for talent at RevenueCat has to be much better than most companies.
Achieving our mission requires a winning team. Every decision at RevenueCat, every dollar spent, is made with this ambition in mind.
Every dollar we raise or earn needs to go towards this mission. Headcount is our biggest cost. We need a team that is better than most other teams out there. Compensation policies and performance management (hiring, development, firing) are some of the biggest levers we have in order to achieve our mission. That’s why we believe in compensating people for their hard work, and financially rewarding high performing team members. If we succeed in our goal to build a public company by the end of the decade, your equity compensation will outweigh your salary compensation. But that will only happen if we win.
Your compensation is set the moment you join RevenueCat, and is adjusted on a regular basis through annual reviews.
Philosophically, your compensation is determined by:
Functionally, your cash compensation is set using these inputs:
Your baseline comp is mostly set by your role and level, and it is based on available compensation data for Tier 1 cities in the US. Changes to these baselines are reflected in Market Adjustments.
Your pay is also based on your contributions to our mission. If we succeed in our mission, we’ll return massive amounts of value to our shareholders – and when we say shareholders, we mean you too. Your options give you access to this upside when we succeed together.
Trying to figure out how much value a person generates for RevenueCat is hard. For engineers, PMs, recruiters, ops support, event planners, designers, etc – there is rarely revenue directly associated with individual contributions. But all of these roles are critical in achieving our mission. Building software is a team sport and building a company is a team sport; the timelines are long, the wins are shared, and it’s challenging to measure any person’s individual impact.