Celonis Compensation & Benefits

How do you ensure pay and bonus plans are competitive?

At Celonis, we anchor our compensation strategy in a data-driven philosophy. We don’t just look at broad industry averages; we specifically benchmark against the elite peer group of global technology leaders from whom we recruit and with whom we compete for talent. By leveraging real-time market data from multiple sources, we maintain a granular view of compensation trends across every role and geography in which we operate.

Having a live view on market developments does not mean we jump on each trend. We carefully evaluate everyone’s compensation once a year. This is our dedicated moment to ensure pay reflects performance and stays competitive with the market.

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

We take a highly intentional approach to our benefits portfolio. We don’t offer a little bit of everything, but make sure that what we offer really stands out.

One example is our top-of-the-market parental leave policy, including six-plus months of paid parental leave: 24 weeks of paid leave for main carers and 12 weeks for supporting carers. We see parents returning from leave to stay longer and perform better, especially because of another unique benefit we offer to newborns: equity. 

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

Yes. Equity is a core component of our compensation package at Celonis, and we are very thoughtful about it. We want every team member to be personally invested in our long-term trajectory.

Even though we are a privately held company, we offer restricted stock units to every new hire, regardless of role, seniority or location. Equity holdings are reviewed once a year to ensure our employees have sufficient skin in the game. 

It’s not just employees who own equity. Each child born to or adopted by an active employee will receive what we call an “education kicker.” This is an equity grant, aimed to help employees fund their children’s education.