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Compensation Zones &
Employer Compliance

Equal Employment Opportunity Statement

We are committed to creating a workplace that values diversity, equity, and inclusion. Employment decisions are made without regard to race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity, or any other protected characteristic under applicable law.

U.S. Work Authorization and Employment Eligibility

  • Applicants must be legally authorized to work in the United States at the time of hire and must maintain valid authorization throughout their employment.

  • Proof of identity and work eligibility will be required prior to the start of employment in accordance with federal employment verification requirements.

  • All offers of employment are contingent upon the successful completion of a background check, conducted in compliance with applicable federal and state laws.

  • The company does not sponsor employment visas for this position, now or in the future. Candidates requiring visa sponsorship will not be considered.

Our Compensation Zones

Like many other employers, we base compensation ranges on geographic area, using a framework with 4 types of zones. Here's how we define those zones with examples of markets in each zone.

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Zone 1: High-Cost Markets

Example Markets: NYC, San Francisco Bay Area, Boston, Washington DC, Seattle

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Zone 2: Upper-/Mid- Cost Markets

Example Markets: Chicago, Denver, Austin, Los Angeles (non-core), Atlanta


Zone 3: Mid-Cost Markets

Example Markets: Phoenix, Charlotte, Dallas, Tampa, Nashville

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Zone 4: Lower Cost or Remote National

Example Markets: Midwest secondary cities, rural markets, fully remote lower COL regions

Employment Classification and Compensation Structure

  • Classification will be determined in accordance with federal and applicable state laws. 

  • This role may be structured as one of the following, depending on scope and business needs:

    • Full-time salaried employee

    • Part-time salaried employee

    • Hourly employee

    • Independent contractor

  • If structured as salaried employment:

    • Compensation will be paid as a fixed annual salary. The role is focused on fulfilling responsibilities and deliverables, not tracking specific hourly output.

  • If structured as hourly employment:

    • Compensation will be paid at an agreed hourly rate. Hours must be accurately recorded and submitted in accordance with company policy. Overtime eligibility will be determined in accordance with applicable federal and state law.

    • If structured as an independent contractor engagement:

    • Compensation terms, scope of work, and invoice procedures will be outlined in a written agreement.​​​

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