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: June 9, 2025
Every position at Coder is assigned a Job Family. Job families have individual contributor (IC), manager (M), or executive (EX) levels assigned. The hiring manager will be able to share what each level's definition is and what the growth track look like.
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. Metro areas are defined as locations within a 50-mile radius of a city. Coder reviews all market data on an annual basis. Compensation may be adjusted if an employee moves to a different compensation tier.
US Tier 1: High Labor Cost Locations (e.g., New York, San Francisco, Seattle, Washington DC, Los Angeles)
US Tier 2: Medium Labor Cost Locations (e.g., Austin, Denver, San Diego, Chicago, Atlanta)
US Tier 3: Lower Labor Cost Locations (e.g., Cincinnati, Tucson, Akron, Baton Rouge, Nashville)
Non-US Locations: We pay competitive market rates in local currency.
Click this toggle for a detailed list of all US cities that we have data for. If your city is not in a metro area included on this list, you will likely fall into our Tier 3 category.
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.