Compensation is one of those topics that companies tend to either overcomplicate or gloss over. At Abnormal, we try to do neither. Our approach is straightforward: pay people competitively, tie rewards to real impact, and build a benefits experience that works for a global team without making people jump through hoops to access it.

Competitive Pay, Clearly Defined

Base pay at Abnormal is benchmarked against leading tech and cybersecurity companies and reviewed on an annual basis. It's set based on role, level, and location, and it's adjusted for promotions and critical changes over time. The goal isn't just to make a strong offer when you join us. We want compensation to stay competitive throughout your time here, which means reviewing it consistently and making adjustments that reflect where the market is moving and how your contribution has grown.

For the majority of roles, bonuses are tied to both company performance and individual impact. For sales roles, commission structures are performance-based with defined growth tracks that scale as you do. The common thread across both is that we try to be clear about how rewards are calculated so you're never guessing what it takes to earn more.

Equity That Grows With You

Everyone who joins Abnormal receives an RSU grant on a four-year vesting schedule. But equity here isn't a one time event. High contributors earn additional equity throughout their time at Abnormal based on impact. If you're delivering at a high level and helping the company grow, you should share in that growth over time.

How Performance Gets Rewarded

Abnormal's culture selects for people who take ownership, move fast, and hold themselves to a high bar. Our compensation philosophy reflects that. Merit increases are meaningful for people who raise the bar and promotions are based on what you've achieved rather than how long you've been in a seat.

We hold a high bar for the people who choose to work at Abnormal. We try to define expectations clearly so people know where they stand and what growth actually looks like at each level. When performance is strong, that should show up in a tangible way, and when someone earns a promotion, it should be because the work warranted it.

Benefits Built for Where You Actually Are

Abnormal operates across more than 15 countries, and our benefits were built with that in mind from the start. That means the support we offer to employees in one part of the world isn't dramatically different from what someone in another region receives. Parental leave is available globally and designed for all kinds of families. Healthcare is competitive and calibrated to local expectations depending on where you're located.

Benefit details do vary by location, and during the hiring process we'll always be specific about what applies to your role and region.

The Full Picture

Taken together, the goal of Abnormal's compensation and benefits approach is to make sure that the people who create the most value here are rewarded in proportion to that impact, and that everyone has access to the support they need to do their best work regardless of where they're located.

If you want specifics about what compensation and benefits look like for a role you're considering, ask your recruiter.

Explore open roles at abnormal.ai/careers.