Order.co Compensation & Benefits

How do you ensure pay and bonus plans are competitive?

We take a very intentional, frequent approach to reviewing compensation. Every four months, we examine pay across the company to make sure it stays competitive and fair. That means looking at internal equity — how roles compare across our team — as well as external market benchmarks. We use data from companies that are similar to us in size, stage, valuation and industry, so we’re not chasing outliers but staying grounded in a market that truly reflects Order.co. This regular cadence helps us adjust proactively, rather than reactively, as the market and our business evolve.

Which benefit delivers the most value — and how do you know?

Our time-off programs have delivered the clearest, most measurable impact. Last year, we revamped our PTO approach to better reflect real life and the ever-evolving needs of our team, adding more clearly defined time-off options like personal days, bereavement leave and dedicated emergency or natural disaster leave, in addition to our existing flex time, sick time, parental leave and other policies. The result was an immediate uptick in usage across these categories, which told us two things: People understood the benefit, and they felt comfortable actually using it.

Does the company offer stock/equity, and is it considered competitive?

We view equity as a meaningful part of the overall compensation package. Like cash compensation, equity is benchmarked both internally and against the external market to ensure it’s competitive. Equity grants grow with your role: Each promotion comes with additional equity to reflect increased scope, impact, and ownership in the company’s success. Our goal is for team members to clearly see how their contributions translate into long-term value as Order.co grows.