Remote work opened up global job markets. But it also introduced a new dilemma: should your salary be based on where the company is, or where you are?
The location-adjusted pay debate
Many companies have moved to "location-adjusted" salaries — paying you less if you live in a lower cost-of-living area. There's no right answer — but there is a negotiation to be had.
Know which model the company uses
Ask directly in the interview: "How do you handle compensation for remote employees across different locations?"
Anchor to the role's value, not your location
The work you deliver is worth the same whether you're in Dublin or Madrid. Make that argument explicitly.
Use market data for your role, not your city
If you're a software engineer working for a US startup from Barcelona, benchmark against what that company pays engineers in similar roles globally.
Factor in tax and take-home
Gross salary is only part of the picture. Tax rates, social security contributions, and deductions vary significantly across Europe.
Check your market rate and come to your next negotiation with data.