How we pay people at Basecamp

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Coordinape offers a novel model for determining compensation in a way that can be more fair and reflective of actual contributions: since peers vote, there’s not as much emphasis on appeasing a single person, and power is more distributed throughout the organization.

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Management 3.0: Bonus money and peer to peer recognition

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We hadn’t hired any new talent or raised anyone’s salaries, but day-by-day candor was increasing talent density in the office.

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We don’t pay traditional bonuses at Basecamp, either, so our salaries are benchmarked against other companies’ salaries plus bonus packages.

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A bonus system like ours offers a way around this dilemma. It allows the company to hold base salaries at a level that gives people a great deal of job security—that pretty much guarantees they’ll have work so long as they do a decent job. But if people do a better than decent job, if they can figure out ways to improve, the company shares with

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