Compensation and Benefits#

Compensation philosophy#

See the 2i2c Careers page for a short description of our compensation philosophy.

Salaries at 2i2c are determined solely by job title as well as several steps within that job (corresponding to experience in a particular job). We have internal salary documents for the specific positions and levels.

See also

We are working on an update of our compensation policy. See that document for ideas that are more specific / structured than this page.

GuideStar compensation comparisons#

We define our salary levels relative to non-profit organizations with a similar size and scope as 2i2c. In order to have a more objective definition of competitive salaries, we use the GuideStar compensation report to compare common numbers across non-profits. This is provided by CS&S, and we have a PDF in our drive here:

We generally use the following criteria when defining the salary for a given position / level with the GuideStar report:

  • Use the “Science and Technology Research Institutes, Services” category

  • Use the \(1m-\)5m budget category

  • Choose an appropriate job category that most closely matches this position.

  • Define “compensation” as base salary + 30% benefits

  • Aim for the median compensation in a category

Extra notes and guidelines to follow:

  • The numbers there are for the top-paid position

    • Reduce accordingly depending on the level we’re hiring for. A good rule of thumb for defining new roles is to expect a 10% salary bump between levels, and a 2% salary bump for steps within a level.

  • Keep the number of unique base salaries low, and round-up to standardize across titles if necessary.


Benefits are offered by Code for Science and Society. They are offered via TriNet as described in the CS&S employee handbook.


Below is a brief rationale for a few major aspects of our compensation strategy. We believe that these practices allow 2i2c to hire competitively, equitably, and successfully.

  • We want to set salaries that are very competitive for tech-focused non-profits of a similar size.

  • We also want to hire competitively for the tech industry, while recognizing that we do not have the same access to capital because we are a non-profit.

  • We believe in equal pay for equal work. We don’t believe that a team member’s ability to support the mission of 2i2c is impacted by their ability to negotiate a better salary. We also don’t think it is impacted by external factors like geographical location or cost of living.

  • We believe in transparency and openness when it comes to our salaries, in order to balance the amount of information on both sides of the hiring equation.