ACTIVE: Jan 22 - Dec 22 Benefits & Perks

FAQ: Frequently Asked Questions

Thanks for your commitment to the amazing journey of Stellate; we are so happy to present you with FY22 Benefits & Perks!

We worked hard to create a comprehensive Benefits & Perks package that embraces our company ethos. We got down to the basics of what “care” in the work place means for a company of our stage and size. We also looked ahead to the upcoming year of team member growth to ensure that the Benefits & Perks we choose for this year will scale with our growing team.

We’ve put in significant considerations for our employees while taking into account the constraints of the business that comes with being a global-first, 100% globally distributed company.

• Below are the considerations that we worked through in creating FY22 Benefits & Perks package.

  • Our #1 priority was ensuring that the Benefits & Perks are meaningful and useful.

  • We considered the global nature of our company footprint, which delved into corporate and accounting compliance in the five countries in which our employees currently reside.

    • Equitability was a big consideration this year and our FY22 Benefits & Perks is universal (except for US health care & 401K offerings). We’re not certain that we can maintain this year-after-year, however while we are still relatively small, we challenged ourselves to create a package that can be offered universally across all our people. As the company grows, there will be new variables, mostly in the form of statutory regulations of various regions in which we operate, and we’ll cross that bridge when we get there.
    • Administrative burden. We performed a cost-benefit analysis of every benefit offered against the cost and burden of administration as well as maintaining compliance. Striking a balance here is critical to ensuring the success of the program for the rest of the year.
    • Market competitive analysis. We did a comparative analysis to ensure that our Benefits & Perks is competitive in this unprecedented job market.
    • We also performed a cursory assessment of other potential countries from which we could hire our incoming teammates, mainly countries in the EU and the Americas.

    This is our first year of Benefits & Perks as a company and as with many things at Stellate, we view this as a year-long experiment. Remember that this exists to support each and every one of you, so if something isn’t working or if you have suggestions for improvement, please let us know, as it will benefit not only you but everyone in the company.

    Lastly, we will review and audit our benefits at the end of the year in preparation for a new set of FY23 plans. Our rapid growth will likely render some of our benefits unsustainable for future years due to cost or unmanageable administrative overhead. This is why it’s so important that we re-assess them every year for the first few years of rapid scale. We will take into consideration your feedback as well as new business and cultural constraints for the following year.

Who Can Participate & Other Important Provisos

• Benefits & Perks is for all employees hired through Stellate directly or Employer of Record service provider (currently remote.com).
• Contractors are ineligible for taking part in this Benefits & Perks package.
• These are universal perks for every single person. There are no special perks for managers or executives.
• There will be an evaluation period of 90 days for some of the benefits.
• All benefits are in $USD.
  • We will make a one time currency conversion at the beginning of the fiscal year which will be applied for the remainder of the year. We will not be sensitive to currency volatility. The exchange rate will be updated at the onset of each new Benefits & Perks roll out timeframe
• Everyone will be issued a virtual RAMP card, a physical RAMP card, and from time-to-time be issued temporary/event specific virtual cards.
  • We will implement a slack integration which will provide transparency for all charges. This hold everyone accountable for meaningful spending of the company’s funds.
  • You must take a picture of all RAMP card purchases and attach it to the expense in RAMP (documentation coming)
• Per diem maximums for meals, hotels, and other incidentals are being determined (we are consulting finance/accounting advisors in multiple countries to arrive at the most reasonable number allows us to be tax compliant).

Health Benefits:

🚧 Here’s how you can sign up for health benefits: US: How to Sign Up for Benefits Eurozone: How to Sign Up for Benefits

• We offer comprehensive health insurance for all employees who reside in countries where universal health care is not offered by the governing body. For those countries, we will offer
  • General Health Insurance
  • Dental (where reasonable and available)
  • Vision (where reasonable and available)
• Here is a list of countries where comprehensive health plan is offered:

United States of America Medical Benefits

• For employees residing in countries where universal health care is offered by the governing body, we offer supplementary health insurance, Allianz, as offered through our employer of record, Remote.com.
  • We will cover 100% of the cost of the supplementary insurance to the employee
  • We will cover 75% of the cost of the supplementary insurance to any spouse/partner or dependents.