A guide to Coder's approach to competitive, equitable, and transparent compensation across different regions and job roles. Check out our Careers page for our current openings.

Last updated: November 20, 2025

Why Coder Pays Based on Location

Coder's market-based approach to compensation enables the company to stay agile, maintain fairness, and ensure internal pay equity as the job market evolves.

• Remain Competitive: Coder can attract top talent in any region by paying a highly competitive local salary in an evolving market.
• Create a Diverse Workforce: By offering fair pay relative to location, Coder can build teams with a variety of backgrounds and experiences.
• Avoid Wage Compression: Paying based on location helps ensure that new hires aren't paid more than current employees in similar roles with the same experience.

Relocation

Coder determines compensation based on the level, role, and location that you live in. If you choose to relocate, Coder may adjust your compensation based on location.

Coder’s Job Levels

Every position at Coder is assigned a Job Family. Job families have individual contributor (P), manager (M), or executive (EX) levels assigned. The hiring team will be able to share the definitions of each level and the anticipated growth track.

Coder's Compensation Tiers

Coder's compensation tiers are designed to ensure fair and competitive pay based on the local labor market across different regions, within the U.S. and globally. Coder reviews all market data annually.

Metro areas are defined as locations within a 50-mile radius of a major city.

• US Tier 1: Highest Labor Cost Locations (e.g., New York, San Francisco, Seattle)
• US Tier 2: Medium Labor Cost Locations (e.g., Austin, Denver, Los Angeles)
• US Tier 3: Lower Labor Cost Locations (e.g., Dallas, Phoenix, Cleveland)
• Non-US Locations: We pay competitive market rates in local currency.