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Compensation should reflect what you contribute, not where you sit in an organizational hierarchy. We pay competitively, we align long-term through equity, and we refuse to adopt structures that reward anything other than the quality of the work itself.

Philosophy

We pay competitively against the Tel Aviv market for exceptional talent. Not below market with a “startup discount” — that is how organizations attract people who cannot secure offers elsewhere. And not with inflated packages that cultivate entitlement rather than ownership. Fair, competitive, and aligned with output. We believe this is the only honest foundation for a compensation system, and we hold to it even when it requires difficult conversations about performance.

Structure

Base salary is competitive for role and experience, benchmarked against Israeli technology market data, and reviewed annually. Equity represents a meaningful ownership stake, with early employees receiving early-stage terms that reflect the risk and commitment of joining when the outcome is still uncertain. We do not pay bonuses. Bonuses create perverse incentives and gaming behavior, rewarding the optimization of metrics rather than the pursuit of outcomes that matter. We pay a strong base and align long-term through equity. If Nexma succeeds, everyone who built it shares in that success.

What we pay for

Results. Not hours logged, not meetings attended, not the appearance of productivity. If you ship exceptional work in thirty hours, that is worth more than mediocre work in sixty. We trust people to manage their own time. We evaluate outcomes. And we believe that this trust, extended deliberately to people who have earned it, produces better work than any system of surveillance ever could.

Transparency

We are transparent about compensation bands internally. Everyone knows the ranges for each role. There are no secret negotiations and no information asymmetry. This is how trust is built, and trust is how a small team produces work that rivals organizations many times its size.