Accounting practice, audit season, treasury under constraint and compensation benchmarks.
The conversations members of this Circle are actually reading.
I'm five years in, handling recruitment and payroll for a 90-person company . Currently on 1,300 USD plus transportation. Half my friends say that's fair for this market, the other half tell me I'm underpaid for the workload. What are people actually seeing this year — and is anyone still on a split-currency package?
AskingHR ProfessionalsDirectorsPeople with 10+ years experienceRecruiters
We're still paying a flat daily amount set eighteen months ago and it no longer covers a return trip across the city. Options on the table: raise the flat rate, index it to fuel, or move to a monthly lump sum and stop tracking attendance days. Curious what other companies landed on — especially those with staff commuting from outside the city.
AskingHR ProfessionalsDirectorsEmployees
Our staff keep telling us the public reimbursement cycle is unusable in practice, so we're layering a private plan on top. The question is how to structure it: first-dollar coverage, or top-up where statutory cover is the primary and the insurer covers the gap? Also curious how you handle families — full dependent coverage is getting expensive fast.
AskingHR ProfessionalsLawyersPeople with 10+ years experience
For us it isn't talent and it isn't the idea. It's banking and getting paid: invoicing clients abroad, moving money in, paying a team partly here and partly outside. We've stitched together a working setup but it took longer than building the product. What's the constraint that actually slows you down day to day?
AskingFoundersExecutivesStartup Professionals
Documents members reuse at work.