Team

Launch Announcement

Complete
February 11, 2022
3 min read
Let's starts with the offer packet, which is made up of 3 categories:
1. Monetary
Any money taken directly home. This could include—
A signing bonus, your base salary, or public company equity
2. Near-Monetary
Benefits that prevents money from coming out of your wallet, such as free lunch or commuter benefits
3. Non-Monetary
Anything that doesn’t impact your wallet, but can improve the quality of your work, such as PTO or a learning stipend

Today, we’re excited to announce the launch of Complete with the support of Y Combinator! Complete believes that compensation shouldn’t be intimidating, but something approachable and understandable. We’re grateful to be a part of the YC community and look forward to changing how people approach compensation. Y Combinator is the most renowned startup accelerator in the world and has backed companies like Airbnb, Stripe, Dropbox, Coinbase, Reddit, and Twitch.

About the Team

CEO & Co-founder: Rani Mavram
Rani is a former Google PM with experiences from hyper-growth startups like Lyft and Square. While she can attest to her own confusion with compensation as a candidate, she really felt the pain of it as a hiring manager when her team lost four consecutive candidates to other companies, with little insight on what to change. Additionally, in her past experiences in venture capital, she consistently noticed the lack of guidance and best practices for founders around how to compensate fairly.

CTO & Co-founder: Zack Field
Zack was formerly a tech lead at Opendoor and previously served as an early engineer on Uber Eats. Having worked at multiple companies that transitioned from private to public, it was immediately obvious that compensation information was not readily available nor easily digesting, sometimes earning Zack the title of “tax guy” on his team for stepping up to help coworkers.

Rani and Zack met through a mutual friend and the rest is history. What turned into a passion project/research area quickly scaled to weekend coding sessions to YC and shortly after, their first customers. Aside from maniacally learning about compensation, they both love their pups and are constantly trying new tools and products! For both of them, it was evident that companies that leaned into education around comp were more respected - and also trusted. As they embarked on building Complete, they channeled these frustrations into a comprehensive offer experience, leaning into education and interactivity.

About Complete

Our long-term goal is to help companies deepen their connection with employees and candidates, alike. We started by creating the interactive offer letter for candidates to understand the company's comp philosophy and comprehend their total comp package potential. We have seed stage all the way to public companies using our product today - and, the best part is that we’re just getting started. :)Special thanks to all of your advisors, mentors, friends, family, and fellow founders for supporting us so far. We’re excited to keep building!

From Rani and Zack:

Special thanks to all of our advisors, mentors, friends, family, and fellow founders for supporting us so far. And, the best part is that we’re just getting started. 🚀 😀

It’s important to understand these components, as companies choose to emphasize each one to varying levels. Here are some things you should know:
#1
A company’s growth and size directly influences your compensation package
Market rates for the same individual - and even the same kind of work! - can vary depending on what sort of organization you work at. Early stage companies tend to give more equity, while later stage or more mature organizations can provide a stronger base salary. Mature organizations, however, traditionally have rigid compensation levels or brackets which their employees fall into.
#2
Not all compensation is liquid, or available to be spent today.
It seems logical but your base salary gives you physical money you can spend once it hits your bank account. Unlike equity that can take more time to materialize or grow, your base salary gives you “cash” immediately which you can decide to save, spend, or invest. Base salary is also important if your bonus is percent based, but we’ll come back to that in later posts.
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