Rula Compensation & Benefits

Rula takes a structured approach to compensation that emphasizes competitive pay, fairness, transparency and opportunities for financial growth. Its compensation practices combine clearly defined job expectations, performance-based rewards and equity opportunities for eligible employees. As a fully remote company, Rula also offers location-independent compensation, helping employees receive consistent pay for comparable roles regardless of where they live in the U.S. 

● Competitive pay is supported by transparent compensation practices: Rula provides salary ranges for open positions and maintains defined job levels that help establish consistent expectations across roles. Employees can better understand how responsibilities, experience and career progression relate to compensation. Documented career frameworks and promotion review cycles provide additional structure around advancement, connecting professional growth with opportunities for increased earnings. 

● Performance-based incentives recognize employee contributions: Eligible employees can receive performance bonuses, while applicable commercial and sales positions offer defined commission tiers. These incentives complement base salaries and provide opportunities for additional earnings tied to individual responsibilities and performance. Clear role expectations and established performance frameworks help employees understand what success looks like and how their contributions support broader company objectives. 

● Pay equity is an important part of compensation decisions: Rula maintains a documented equal pay policy and reports a mean gender pay gap below 10%. Its location-independent pay structure also supports consistency across its distributed workforce, rather than adjusting compensation based solely on an employee’s geographic location. These practices reinforce Rula’s commitment to equitable treatment and transparent compensation.

● Equity creates opportunities for long-term financial participation: Eligible employees receive company equity as part of their total compensation, providing an opportunity to participate financially in Rula’s long-term success. Combined with base pay and applicable performance incentives, equity adds another dimension to employee rewards. Rula’s documented promotion practices also provide opportunities for employees to pursue roles with greater responsibility and compensation potential. 

● Compensation practices also support Rula’s clinician network: Contracted therapists operate under a different compensation structure, with rates tied to agreements with insurance partners. Rula evaluates and negotiates those agreements with the aim of passing rate increases to clinicians when possible. Providers receive payments every two weeks, while payment protection for eligible missed appointments, late cancellations and denied insurance claims helps support more predictable earnings. 

● Total rewards contribute to financial well-being: Beyond direct compensation, eligible corporate employees have access to a 401(k) retirement plan, health coverage and

financial protections through life and disability insurance. Paid parental leave, home-office support and companywide shutdown weeks add value by helping employees manage personal expenses and responsibilities while building their careers. 

● External signals: 

○ Pay and benefits satisfaction: As of October 2026, employees rate pay and benefits 4.1/5. (Indeed) 

○ Compensation and benefits: As of October 2026, Rula earns 4.0/5 for compensation and benefits. (Glassdoor) 

○ Retirement benefits: As of October 2026, the 401(k) plan earns a 4.4/5 employee rating. (Glassdoor) 

○ Positive clinician experience: A clinical psychologist shared, “I am able to manage my own schedule and feel fairly compensated for the work I do.” (Indeed) 

Bottom line: Rula supports competitive compensation through transparent pay practices, performance incentives, equitable policies and long-term financial opportunities. Its approach combines structured rewards with support for employees’ financial well-being, while maintaining a separate payment model for contracted clinicians.