Our salary policy is based on three key factors:
| Junior | Intermediate | Advanced |
|---|---|---|
| At Leading Power & Team Empowerment, they need support and guidance to work in a structured and goal-oriented manner. They are skilled at detecting inefficiencies within any area of TDF and proposing solutions to correct them. They are proficient in using processes such as feedback, learning plans, hiring/dismissals, compensation, and career development to improve the organization. | At Leading Power & Team Empowerment, employees clarify unclear tasks and seek direction from their supervisors. They independently adapt their approach when goals shift appropriately, and have proven to be effective at unblocking others and overseeing human resources. They identify issues within their area and proactively fix them. They meaningfully contribute to company-wide projects and processes, but have not yet led any. They are improving in agility and efficiency, and are mastering the art of giving and receiving feedback. They feel ownership for thinking ahead and for the good of the company, but are not yet able to take the lead. | At Leading Power & Team Empowerment, they excel in self-leadership through effective delegation and prioritization, learning from setbacks and being resilient to stress. They support fellow team members proactively, coaching for high performance and holding each member accountable. They have a track record of managing projects, small teams, and administrative processes while empowering team members individually. They optimize team structure and management processes for high performance. They understand the company's medium-term vision, lead cross-functional projects, and effectively identify areas for improvement in others. |
| At Objectives & Decision-Making, they provide meaningful inputs within their subarea but lack a holistic view of how their area works and affects other areas at TDF. They collaborate when a problem needs fixing, but often require someone else to make them aware of the issue. They follow operational decisions made by their supervisors effectively, but need guidance and support in decision-making every week. | At Objectives & Decision-Making, employees meaningfully contribute to OKR setting, but still need help leading their teams into OKR development. They understand how all areas work together, but need assistance with changing priorities when misalignments occur. They can diagnose problems in their specific subarea and flag when support is needed. They are mostly able to fix problems when they're highlighted to them. They make operational and tactical decisions on their own and contribute to their team's strategic decision-making processes, but still need guidance and support every two weeks. | Objectives & Decision-Making: They are able to set and align objectives. Their work is aligned with objectives and they prioritize effectively. They are skilled at leading and finalizing OKRs while ensuring alignment. They consider ROI in their decisions and work in line with the overall strategy. They diagnose and proactively fix problems within their area, with a long-term perspective. They have also proven to diagnose and fix problems outside their scope of work. They have built a leadership system to empower their team members to proactively solve issues.When making decisions, they have the ability to see the big picture of all projects and adapt to TDF culture. They are still learning longer-term decision-making and need monthly guidance. While they are adapting to TDF culture and processes, they have not yet made a meaningful contribution to company-wide projects. |
| At Technical Expertise & Operational Excellence, they master the foundational technical skills of their subarea. However, their work typically requires review by a more experienced employee, with 1-2 rounds of iteration. They handle multiple tasks or projects with the support and overview of their supervisor. | At Technical Expertise & Operational Excellence, employees bring improved technical processes to their team and subareas. The quality of their work is routinely without fault. They handle complex technical projects, maintaining overview and prioritization in coordination with a supervisor. While they are able to suggest improvements within their domain based on previous experiences and mistakes made, they occasionally need guidance from more technical team members when it comes to more strategic questions. | At Technical Expertise & Operational Excellence, individuals possess exceptional technical skills and continuously strive for improvement. They excel in their regular domain and have extensive knowledge in adjacent domains. They are recognized as the leading expert in their area and are a role model for other individual contributors. They actively suggest technical improvements and train others to achieve excellence. They manage complex technical projects with ease, delegate tasks effectively, and have a clear understanding of project bottlenecks and hold-ups. They are skilled in coaching team members on managing complexity. |
~ hourly salary (location dependent) 10-17.5€
The salary for a particular role will be determined based on the level of responsibility it carries, as well as the time commitment required. We believe that this approach will allow us to fairly compensate our employees while recognizing the different levels of responsibility and effort required for each role and the financial capacity of the organisation.
Monthly stay at TDF -50%
25% off TDF Events