Performance Bonus

Best: the component used for company performance Worst: individual performance component is very subjective and no transparency

(1) It is a very complicated methodology and many, many employees feel that their managers do a very poor job of defining it (2) there's extremely limited funds for each department each year (3) the managers top 2 pets get the biggest slices of the bonus pool for the team - merit takes a back seat. And you don't get yearly raises, so the crumbs for the bonus pool are it.

Very competitive. Twice a year based on Companies performance AND individual performance

The criteria can be a little vague but not much to compalin about - though obviously you can find some who dont' beleve it is as fair as it should be.

Great bonus plan. Most employees loved this plan. Con: good performers can be differentiated more. seemed like peanut buttering across he employee pool.

The sales compensation is a little tricky to figure out but it's been better than most tech companies out there

Average between 10-15% depending on overall performance and cust satisfaction

They gave out big bonuses about 10%+ each year to even low level engineers.

Very competitive and is paid out monthly for sales teams