Employers that use US pay benchmarks internationally, with the details behind each policy and the hiring limits to check.
Sources checked
How to read this
Inclusion requires a company-owned source that explicitly names a US pay standard and applies it beyond the US. A high salary, a USD advert, or location-agnostic pay without a named US market is not enough, which is why some employers on the equal-pay directory are absent here. We distinguish dated benchmark descriptions from current careers pages; none is a guarantee of a particular offer or a vacancy in your country.
4 companies
These employers identify San Francisco as their reference. They use different methods, so the figures are not a ranking of which company pays best.
The employee handbook says 37signals targets the top 10% of its industry at San Francisco salary levels regardless of where someone lives. People in the same role and level receive the same pay.
Float's current careers page benchmarks location-agnostic compensation to 95% of the median San Francisco salary and says it reviews that benchmark annually.
RevenueCat's compensation article says it pays the same salary everywhere and benchmarks to the 80th percentile of the San Francisco market for similar-stage companies.
Expensify's benefits page describes paying competitively as though everyone lived in San Francisco, regardless of their actual home. It does not publish a percentile or salary figure on that page.
3 companies
These sources describe a US standard without promising the same specific San Francisco benchmark as the entries above.
Circle's careers page describes U.S.-benchmarked compensation globally, with one figure per role whether the vacancy is open anywhere, across EMEA and APAC, or in the US.
Parabol's values page explicitly describes US-based salaries regardless of where people live. A separate Account Executive / Customer Success Manager advert provides an $80,000 USD base plus variable compensation example.
In its August 2023 remote-work article, Supabase described pay around the 60th to 80th percentile in major US cities without geographic adjustments. The article does not provide a current salary band for a particular role.
Fine print
Location-agnostic pay means location does not change the rate for equivalent work. It does not tell you which market sets that rate. This page requires an explicit US reference; a company using a London benchmark can qualify for the broader pay directory without qualifying here.
No. Currency is the unit used to state or pay an amount. A benchmark is the market data or standard used to choose that amount. We require evidence of the latter.
Not reliably. A percentage of a median, a market percentile and an unspecified competitive standard mean different things. Roles, levels, benefits and the age of the source also differ.
What next
These employers are not necessarily advertising on Forcepull. The board lists individual remote roles with salary figures and location eligibility.
Spotted a changed policy or a company we should include? Send us the source.
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