Great work deserves fair and thoughtful compensation. Our philosophy is grounded in the belief that when people are trusted and valued, they thrive and so does the company.

We approach compensation with a focus on equitability, fairness and lack of bias. Rather than relying on rigid structures, we aim to create a system that rewards impact, supports growth, and stays aligned with market realities.

This section outlines how we think about compensation: clear in its intent, adaptable in its application, and always centered on trust and respect.

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Each company has a different approach to compensation. Creating a fair and effective compensation policy for a fully remote company operating in 60+ countries is a complex challenge. At Airalo, we have built our philosophy on being equitable, fair and unbiased. We believe our policy allows for meaningful recognition.

We hope this page will:

Provide clarity and transparency to team members and candidates on how their pay is calculated.
Decrease subjectivity, pay inequalities and biases in pay decisions.

⭐ Our commitment is:

No one will be paid below their compensation band
We will conduct regular benchmarking checks, this does not mean big changes every year, but us keeping an eye on the market and ensuring fairness

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Compensation is not just about pay. It involves local labor markets, fairness across roles, sustainable business growth, and ensuring we attract and retain top talent in every region. Balancing all these factors requires continuous learning and adjustment.

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There is no perfect way to do this. Compensation is dynamic, and we will continue to refine our approach. This is a balancing act, and while we may not get everything right from day one, our goal is to build a system that is fair, equitable, and unbiased.

Our Guiding Principles

When it comes to compensation, we have based our approach on the following pillars:

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         **Equitable**

Recognizing Differences, Ensuring Fairness

We structure pay to account for differences in cost of labor, location, and role while maintaining internal consistency and fair opportunities for growth. Equity means recognizing that team members work in different economies and adjusting pay accordingly, rather than applying the same pay everywhere.

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               **Fair**

Clarity in Pay Decisions

We provide tools and processes to help you understand how pay decisions are made and why. We provide clear information on compensation bands, market adjustments, and the factors that influence compensation, ensuring fairness across the team.

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           **Unbiased**

We use reliable, up-to-date market data to make informed, unbiased compensation bands.

What Does Being Equitable Mean?

At Airalo, we are aiming for Equity, rather than Equality - so, what is the difference?

Equality

The state of being equal, especially in status, rights, or opportunities. This doesn’t take into account any other factors than ensuring the exact same for everyone.

Equity

Whereas equality means providing the same to all, equity means recognising that different locations have different costs associated and ensuring team members have fair purchasing power and opportunity in the location their based.

Different countries have different tax laws, employment regulations, and cost-of-living dynamics. What works in one place may not work elsewhere. A one-size-fits-all approach isn’t practical, so we must navigate legal and financial constraints while keeping compensation as fair as possible across the board.

How does this look in practice?

We use localized compensation bands to align pay with market rates in different countries. This means pay may vary by location, but every team member is compensated competitively within their market.

We determine pay in a way that allows both Airalo and our team members to thrive in the long run. Our approach ensures we can attract and retain top talent, remain competitive in the market, and grow sustainably without overextending resources or creating pay imbalances.