Compensation

Being paid well builds a High-Performance culture in which our team members feel valued for their great work.

Paying top of the market drives a high-performance culture because people with high performing and winning attitude are attracted by a structure where they are paid the best to be outstanding. Paying top of the market attracts winners and is integral to our high-performance culture.

The people we attract enjoy top of the market pay for their outstanding work. They are motivated and empowered by their compensation and the high-performance culture. We strongly believe that one outstanding person gets more done and is a better value than two mediocre people. We don’t need to get into bidding wars for leavers as our compensation rate is already at the top of the market but we only want high performers with a winning attitude.

At Secure Group, we have a dynamic approach to compensation and regularly monitor the market, especially before hiring someone new. If we detect the market value of a given position has increased, every employee in this position gets a raise. Employees can trust that their pay will be automatically adjusted to keep up with increases in the top-line market rate. We remain at top of the market by benchmarking our compensation against competitors and consulting with recruiting agencies. Market forces, namely changing supply and demand for specific skills, may lead to higher relative increases in pay for some people and it depends in part on inflation and economy.

We compensate based on personal success because we know that rewarding the best will deliver success for Secure Group. We compensate at the top of the market, regardless of whether Secure Group’s experiences succees or struggles we reward our high performers for their outstanding work and commitment to our winning team. We know that good compensation practices attract the best people and that's how they feel valued and empowered. They are the highest performers and high performance has led them to the top of their game

We have a winning mentality: We’re like the Mercedes Formula 1 Racing team. We want to win every race and will pay top rate to get the best performing drivers and mechanics. At this point you should have already realized we’re obsessed about performance, right? But we know our High Performance Culture is not Right for everyone. And we are fine with that.

Many people love our culture and stay for a long time since they thrive on excellence. However, some people prioritize stability and job security over being part of an extremely high-performance culture. We don’t tolerate journeymen, passengers, and employees who stagnate. If you are not constantly improving you are falling behind and if you don’t grow, you have to go.

And we chose to accept the fact there would be turnover we couldn't address with "golden handcuffs“. We decided to be transparent about turnover and, more importantly, embrace it so our remaining employees would feel safe. We celebrate the ones who leave on good terms and make positive contributions during their stay in Secure Group. We also redesigned our business model to significantly reduce the impact of turnover on our customers, ensuring we would still be able to provide the same quality of product and level of support if someone left – which we know it’s going to happen eventually. Instead of assigning one person to each role, we created a multi-person team; if someone left, another team member would quickly onboard to take the responsibilities.We strive to document every process so knowledge wouldn't leave the company if an individual did.

We believe in transparency not only when it comes to turnover but also regarding all aspects in our business. With Performance couldn’t be different: we understand that to be a high performer means different things for different people and companies.

That’s why we created our own Career Framework to provide a clear development path for all Secure Group employees. We believe that if you don’t know what you’re supposed to do, you won’t perform – this is real Transparency.