Our approach to compensation is designed to be competitive, transparent and linked to performance, while staying flexible enough to support a fast-growing company.

1. We pay in the top quartile of the market 💸

We pay (salary and equity) in the top quartile (75th percentile) of the market, and benchmark against the highest-paying countries in your region. We do this because strong performance isn’t something to reward later — it’s the baseline for joining Dune.

2. Your salary reflects the value and skills you bring

Base salary is determined by your role and level, not tenure or negotiation skill. It reflects the value you contribute day-to-day and is regularly benchmarked to ensure alignment with the market.

3. Market-aligned

We use Pave benchmark data to review salaries annually (Nov/Dec).

⬆️ If market rates rise, we’ll adjust compensation accordingly.

⬇️ If they fall, we’ll hold your salary steady until the market recovers.

4. We connect performance to long-term success 💰

To reward impact and build shared ownership in our mission, we offer our top performers annual performance-based equity grants. The performance rating from your end-of-year performance review directly dictates the performance grant you receive and those grants are reserved for the people who drive the most impact at Dune.

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If you think your compensation isn’t right, please raise this issue with your manager - these conversations are surprisingly straightforward at Dune. Adjustments to compensation usually occur within the process described here; but talking about it is always the right thing if there’s any question or concern!

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