Halter
Halter Compensation & Benefits
Frequently Asked Questions
At Halter, compensation is a core part of how we attract, retain, and motivate exceptional talent. We aim to offer a top-of-market total compensation package that combines competitive base salary, equity ownership, and meaningful benefits.
Salaries are set using market data and are benchmarked annually to ensure they remain competitive. Where reliable data exists, we target above-market positioning, at the 75th percentile. For niche or region-specific roles, we use comparable role data, role scope, and candidate market insights to determine a higher-than-average salary for the market. Increases are informed by market movement, role changes, and performance.
To ensure fairness and consistency, anyone in the same role, level, and market is paid the same salary, regardless of background, gender, or ethnicity. Market is defined by role, geography, industry, and complexity, which means compensation may differ across regions to reflect local market realities.
All permanent employees receive equity through our Employee Stock Ownership Plan (ESOP), reinforcing our belief that everyone should share in Halter’s long-term success. Exceptional performance may be recognized through additional discretionary ESOP allocations, aligning rewards with impact and contribution.
Alongside salary and equity, we offer a comprehensive benefits package including healthcare, wellness leave, a yearly growth fund, unlimited paid time off, and other benefits that support overall wellbeing. We continuously review and evolve our compensation approach to ensure it remains fair, transparent, and competitive.
Halter offers a comprehensive, US-specific benefits package designed to support wellbeing, growth, and long-term ownership. All permanent employees receive equity through our Employee Stock Ownership Plan (ESOP), so everyone shares in the success they help create. We offer unlimited paid time off from day one, paid wellness leave, and access to an Employee Assistance Program to support mental health and life challenges.
Employees receive a $750 annual personal growth fund to support personal interests and wellbeing, while professional development is supported separately through role-specific learning, coaching, and growth opportunities aligned to each role at Halter.
We provide comprehensive health, vision, and dental insurance, generous paid parental leave including 16 weeks for birthing parents and 8 weeks for non-birthing parents, and a 401(k) with a 4% employer match and immediate vesting.
Halter also covers travel to New Zealand as part of onboarding, giving employees the opportunity to connect with the team, visit our test farm, and immerse themselves in Halter’s mission and culture.
Our benefits are inclusive, regularly reviewed, and designed to evolve as our people and company grow.
Yes, and it’s a big deal at Halter. We believe everyone who helps build the company should share in its success, which is why all permanent employees receive equity through our Employee Stock Ownership Plan (ESOP).
Equity is granted when you join and is a meaningful part of your total compensation, alongside an above-market base salary. As Halter grows, so does the potential value of your ownership, giving you a real stake in the long-term impact of the work you do every day.
We don’t stop there. Exceptional performance and growth are recognised with additional equity grants, so the more impact you have, the more ownership you can earn. It’s one of the ways we reward people who go above and beyond and help shape Halter’s future.
At Halter, equity isn’t just a perk — it’s about shared ownership, shared wins, and building something truly meaningful together.
