360Learning Compensation & Benefits

How do you ensure pay and bonus plans are competitive?

We ensure our pay and bonus plans are competitive through structured market benchmarking, transparent salary ranges and regular review cycles. Our compensation ranges are built using market data from specialized providers and are reviewed annually to reflect market movements. We target the 60th percentile of the tech market, meaning total cash compensation is designed to sit within the top 40 percent. Market data guides both our on-target earnings levels and the typical fixed/bonus split for each role, helping us design competitive incentive plans.

Salary ranges are fully transparent at 360Learning to maximize trust and support fairness. Our annual compensation review combines the global market benchmark with a merit increase process and a “compute, not negotiate” approach: Roles are priced using existing salary ranges rather than individual negotiation, and performance is calibrated to ensure consistency and internal equity. This helps reduce bias and improves predictability for “360Learners.”

Beyond cash compensation, our total rewards strategy follows the same principles and supports employee well-being across all stages of the 360Learning journey.

Which benefit delivers the most value — and how do you know?

We believe that benefits and perks are essential components of our commitment to the well-being of 360Learners. These rewards not only supplement compensation but also address fundamental needs, fostering long-term security and promoting work-life balance.

In addition to offering health, dental, vision, life and disability insurance, what people value at 360Learning is Convexity, our living experiment in company culture, that we are all responsible for maintaining and developing. Our regular Convexity surveys highlight high accountability as one of the principles that resonates most with 360Learners. This principle reflects the balance between individual autonomy and responsibility toward the business: People are trusted to make the right decisions about where and when they work, as long as commitments are met. This translates into strong support for flexible and asynchronous ways of working, enabling individuals to flow — on a global scale. 

As a concrete example, 360Learning offers a monthly remote budget of €/$/£200 to employees with remote status, to create a productive workspace at home. It can be interchangeably used for goods or services and supports work flexibility.

Does the company offer stock/equity, and is it considered competitive?

Those who build greatness reap the rewards. Everyone at 360Learning is a stockholder, entrusted with our fully detailed compensation model. We value employee stock ownership plans to make everyone think like an owner. We grant equity regularly every year, based on performance and using a transparent grid. It is important for us to reward every year invested by a 360Learner with a growing equity portfolio. We hope in the end to share the wealth with our whole team as we progress toward our long-term goals.

Our approach stands out because most companies don’t grant equity to all employees; most companies only grant once when hired, then only exceptionally. This makes our approach particularly unique and competitive. 360Learning is a French company, and all equity incentives are based on one French vehicle: Attribution Gratuite d'Actions, or Free Share Allocation. These are used for incentives in France and as the underlying vehicle for incentives in other geographies.