Parity matters a lot to us at Atlan. While making an offer to a candidate, we try to ensure that we are being fair to both the candidate and every team member. We give offers that are fair given the experience of candidates and our internal benchmarks, for parity.

However, despite our best efforts, there might be periods that parity might be affected. This could be due to a variety of reasons:

• Mismatch in the role offered vs the candidate actual performance: Sometimes we make mistakes when judging a candidate about the role that they will take in the company and their actual performance on the job. Leaders are proactive about communicating this mismatch in expectation vs performance. However, given the nature of onboarding/ feedback/growth/performance, these mismatches might take upto 12-15 months to fix.
• Internal growth pace: Internally, people at Atlan tend to grow incredibly fast especially due to the opportunities provided to them and the environment. This means that someone with very little experience could have grown to be equal to someone with 5-10 years of experience. These kind of jumps are often not typical in the industry. Given that we like to be sure that you are ready for the additional responsibility through a test run of at least 6 months, normalizing parity in such situations could take 18-24 months.
• The external job market: External markets run on cycles of ups and downs especially due to the volatile funding scenario of startups. This might mean that given the year and supply/demand, external offers an individual has received and experience, we might have to make offers that affect parity in the short term. We try and ensure that in the upcoming 2-3 appraisal cycles, we fix any parity challenges that may arise due to this.