Compensation at Samsara

Our compensation philosophy is based on five pillars

01 – MARKET PEER GROUP

All software and hardware companies, regardless of revenue size.

02 – TOP 25% MARKET POSITION

Our target total compensation (salary, bonus/commissions, equity) market position is in the top 25% of all software and hardware companies.

03 – CASH BONUS PROGRAM

Our discretionary cash bonus program, paid quarterly, is available to all non-sales employees. Sales employees participate in our commission program.

04 – ANNUAL EQUITY AWARD

All employees are eligible for an annual equity award subject to plan terms and conditions. Employees hired in FY24 with at least three months of service prior to the cycle effective date (which is typically in February each year) are eligible to participate in the annual grant cycle where awards will be prorated based on hire date. Equity awards are delivered in the form of RSUs that vest over three years on a quarterly basis.

Each role has an annual equity target based on the role's function, level, and location. All performing employees are eligible to receive up to 1x their target as an annual equity award. Our highest performers can receive up to 1.75x their annual equity target.

We reward our top performers. awards are based on performance, where our highest performers typically earn compensation at the top 10% of the market.

05 – MERIT AND PROMOTION CYCLE

Employees (non-quota carrying) are eligible for a salary review annually and our promotion cycles take place twice a year.

Compensation at Samsara

This is comprised of your base salary, quarterly bonus potential, and equity awards. We want to reward individuals for performance, while working toward collective company goals. Samsara also offers more than a paycheck. Explore this site for more details on what’s included in your total rewards package.

BASE SALARY AND MERIT INCREASES

Your base salary is determined by your job level, function and location. Salary ranges are based on industry benchmarks and reviewed annually.

QUARTERLY CASH BONUS

All non-sales employees who meet the eligibility criteria are eligible for bonuses based on company performance. Bonuses are discretionary and generally paid on a quarterly basis, approximately 8 weeks following the quarter end. Sales employees are not eligible for this bonus as they participate in the commission program instead.

COMMISSIONS

Sales employees receive a base salary, but also earn commissions based on achievement.

Together, these two elements are known as "on-target earnings" or "OTE".

NEW HIRE EQUITY GRANTS

As a new hire, you are eligible for an initial grant of 2.5x your annual equity target. Awards are delivered in the form of Restricted Stock Units (RSUs) and vest quarterly over three years, subject to plan terms and conditions.

New hire RSU grant value is converted into shares using a 20-day historical moving average price. The 20-day moving average is calculated on the 15th of the month following your employment start date. For example: for a new hire who starts employment in May, the 20 day moving average is calculated as of June 15th. Below is an illustration of how this works, assuming a new hire starts employment in the month of May:

• New hire grants for employees who started between May 1 and May 31 will be pulled, audited, and organized into a list in June.

• Grants will be converted into RSUs using the June 15 20-day historical moving average.

• Final list of May grants will be sent for approval on or about June 22. 

• Grants will then be visible in Schwab ~ 1-2 weeks following approval.

ONGOING EQUITY AWARDS

All employees are eligible for additional equity awards subject to plan terms and conditions. Employees hired in FY24 with at least three months of service prior to the cycle effective date (which is typically in February each year) are eligible to participate in the annual grant cycle where awards will be prorated based on hire date. Equity awards are delivered in the form of RSUs that vest over three years on a quarterly basis.

Each role has an annual equity target based on the role's function, level, and location. All performing employees are eligible to receive up to 1x their target as an annual equity award. Our highest performers can receive up to 1.75x their annual equity target.

Employee Stock Purchase Plan (ESPP)

The ESPP gives eligible employees the opportunity to purchase shares of company stock through after-tax payroll deductions at a 15% discount with no broker fees.

Employees can review the ESPP page on the Intranet for more information.

Total Rewards Statements (Pave)

Samsara has partnered with Pave, a leading technology compensation platform, to provide you with a clear and more comprehensive picture of your Total Rewards package, which includes base salary, bonus/commissions target (not actuals), equity, and benefits. Access your Total Rewards statement here (Need help? View this Pave Total Rewards User Guide and tutorial video. You can also reference our FAQs.)