Huntress
Huntress Compensation & Benefits
Frequently Asked Questions
For base pay, we use Pave as our benchmarking and compensation planning tool, and we build market-driven pay ranges tied to market pay data for each role. The People Operations team then reviews and updates those pay ranges twice a year to help ensure we’re paying fairly and competitively as the market moves. We also regularly review pay to help ensure there’s no bias in how compensation is applied across teammates.
For bonuses, eligible non-commission teammates participate in the Huntress Incentive Plan (HIP), which is an annual plan with semi-annual payouts and a clear formula: annual incentive target multiplied by a company performance multiplier based on predetermined company goals. Incentive targets are tied to level, and company performance drives the actual payout amount.
Huntress perks and benefits are built to support you as a whole human - health, time away, financial security, and growth, whether you’re in the U.S. or another country where we hire. We also aim to make benefits accessible quickly: full-time teammates and their eligible dependents are eligible on the effective date of hire.
Here’s a snapshot of what you can expect:
- Remote-first setup, with a one-time $500 home office reimbursement to build or upgrade your space.
- Time off that supports real life, including generous PTO and 12 weeks of paid parental leave.
- Comprehensive medical, dental, and vision coverage options for full-time teammates.
- Financial support that goes beyond the basics, including a 401(k) with a 5% company contribution regardless of your own contribution, plus stock options for all full-time employees.
- Ongoing support for development and wellbeing, like an annual education/professional development allowance and access to BetterUp coaching.
Because we’re a global team, benefits vary by country, and we provide country-specific resources during onboarding to help you understand what applies where you live.
Huntress offers equity, and we treat it as a real part of your total compensation. Every full-time employee at Huntress receives stock options, which is one of the three parts of total compensation alongside target pay and benefits.
What makes it meaningful is that it’s designed to share in the upside of the company’s success and create an ownership opportunity for teammates. For U.S. employees, the standard vesting schedule is four years: 25% vests after one year, then the remaining shares vest monthly over the next three years.
We also put effort into making equity understandable. Teammates have access to recurring internal “Introduction to Employee Stock Options” sessions (every three months). We also provide equity education and tax advisory support through Carta, including unlimited 1:1 sessions with an equity tax advisor for U.S.-based teammates (with different limitations for international teammates due to local tax laws).
