At AIDA we talk a lot about well-being, and salary is part of that. Not only as a number, but as a set of equity, predictability, and growth opportunities. That’s why, for years, we’ve worked with salary ranges defined by role, we hold direct conversations with each person about their pay well-being, and we conduct annual reviews. This year, we also asked our people directly how we can improve their salary satisfaction.
What do we mean by “salary satisfaction”?
For us, it’s not just “how much I earn,” but how it’s decided, how it evolves, and how it’s explained:
- Internal equity: people with similar responsibilities and levels, with similar conditions.
- External competitiveness: bands aligned with the market, with periodic reviews.
- Clarity of progression: knowing what’s expected and how to advance.
- Predictability: minimizing surprises with transparent conversations and criteria.
What we asked this year
We launched a salary satisfaction survey to better understand: satisfaction level, what you would improve (communication, timing, criteria), and what you value as compensation beyond base salary.
Total compensation (beyond salary)
We value what makes work sustainable:
- Flexibility and work–life balance.
- Continuous learning.
- Benefits.
What you can expect if you join
At AIDA, from onboarding you’ll know your band, what you need to progress, and when reviews happen. And, above all, you’ll have an open conversation to resolve any questions.
Our commitment is simple: clear criteria, direct conversation, and consistent decisions.