[Argentina] Tech firm where employees set the salaries

Argentinian tech firm 10Pines is a company with a difference, one where the employees decide their own salaries, HR Katha reports.

At 10Pines salaries are decided at the triannual ‘rates meeting’ by the employees themselves. This unique meeting is reportedly attended by everyone at the firm except new entrants. Employees, or their mentors, are allowed to propose a raise for themselves and then the proposal is opened up for debate.

This is not the only singular thing about 10Pines. The Company does not have a designated CEO and there are no real managers to ‘lead’ the teams. Instead, there are senior partners, who are addressed as ‘masters’ or ‘associates’.

The comparatively small size of the firm helps make this approach practical but it is part of its ethos to have a flat hierarchy and be transparent with its employees to the maximum extent possible. There are no bosses so the power of determining pay rises is given to the people who populate the firm. It also follows the practice of sharing 50 per cent of the profits amongst the staff annually.

Any significant company decisions are taken in consultation with the employees, as a team. Everything, from new customers, existing clients and expenditure, to finances and salaries are discussed openly in meetings every month. New entrants may join in as soon as they complete their three-month probation period.

According to a BBC report, some employees have even turned down increments proposed for them because they felt they did not deserve them. During the hiring process, the final interview involves the selected candidate meeting the entire team of around 85 members. A democratic environment almost unheard of in a modern workplace.

Argentinian tech firm 10Pines is a company with a difference, one where the employees decide their own salaries, HR Katha reports.

At 10Pines salaries are decided at the triannual ‘rates meeting’ by the employees themselves. This unique meeting is reportedly attended by everyone at the firm except new entrants. Employees, or their mentors, are allowed to propose a raise for themselves and then the proposal is opened up for debate.

This is not the only singular thing about 10Pines. The Company does not have a designated CEO and there are no real managers to ‘lead’ the teams. Instead, there are senior partners, who are addressed as ‘masters’ or ‘associates’.

The comparatively small size of the firm helps make this approach practical but it is part of its ethos to have a flat hierarchy and be transparent with its employees to the maximum extent possible. There are no bosses so the power of determining pay rises is given to the people who populate the firm. It also follows the practice of sharing 50 per cent of the profits amongst the staff annually.

Any significant company decisions are taken in consultation with the employees, as a team. Everything, from new customers, existing clients and expenditure, to finances and salaries are discussed openly in meetings every month. New entrants may join in as soon as they complete their three-month probation period.

According to a BBC report, some employees have even turned down increments proposed for them because they felt they did not deserve them. During the hiring process, the final interview involves the selected candidate meeting the entire team of around 85 members. A democratic environment almost unheard of in a modern workplace.