How monday.com employees negotiate total compensation including salary, equity, benefits

1. Use Levels.fyi’s dataset as your baseline

Levels.fyi collects anonymous and verified salaries from current and former employees of monday.com. Last updated:2/15/2026. The site’s headline numbers give you an immediate, evidence-based position: "The median yearly total compensation reported at monday.com is $122,446." That company median is your anchor for company-wide comparisons; pull the role medians below when you need function-specific expectations.

2. Benchmark base salary by role and location

monday.com's reported role medians vary widely, use the role table figures to set realistic asks. For example, Levels.fyi lists "Software Engineer Salary | $180,699" and "Product Manager Salary | $156,128" as role medians, while the page also shows lower-end roles such as "Customer Service Operations Salary | $64,675." Be explicit in offers: reference the role median for your job and the location-specific extremes (e.g., the $64,675 low-end Israel example and $295,839 UK example) when you ask hiring managers to place you inside the band.

3. Negotiate variable pay and GTM on-target earnings

For go-to-market roles, variable/commission is a core part of total comp, the dataset highlights GTM upside (for instance, "Sales Salary | $228,359" and "Sales Engineer Salary | $127,382"). Ask for on-target earnings (OTE), current quota attainment splits, accelerate or clawback terms, and the percentage of pay delivered as commission versus base. Demand concrete examples: what does the top quartile of sales actually earn at the company today?

4. Treat equity as a contract: RSUs vs. options and refreshers

The original guide lists equity as a core component, "equity (RSUs or options)", so get exact grant language. Confirm vehicle (RSUs or options), grant size, strike price (if options), dilution assumptions, vesting schedule, and refresh cadence. If the company won’t provide exact numbers on refresh programs, use the Levels.fyi high-end role figures (the site notes: "The highest paying role reported at monday.com is Software Engineering Manager at the Common Range Average level with a yearly total compensation of $295,839. This includes base salary as well as any potential stock compensation and bonuses.") to argue for equity that meaningfully changes total comp.

5. Push benefits questions beyond generic promises

The site’s summary lists benefits explicitly: "benefits (health, retirement matching, parental leave)". Don’t accept high-level assurances, request plan IDs, employer retirement match %, waiting periods, health plan tiers and premiums, dependent coverage, and the documented parental leave policy. If the recruiter cites a program, ask for the plan document or a Total Rewards contact to confirm specifics before signing.

6. Ask about global and local stipends and location adjustments

The source also mentions "global/local stipends (home office, w", that truncated line indicates a common compensation element. Clarify whether you’re eligible for home-office stipends, relocation assistance, cost-of-living adjustments, or local country supplements. Use the location examples on Levels.fyi, notably the Israel and United Kingdom extremes, to show how geography influences total comp and to request explicit location-based adjustments or stipends in writing.

7. Use the site’s negotiation playbook and watch the page artifacts

Levels.fyi’s FAQ provides direct negotiation guidance: "To negotiate a higher offer at monday.com, research their compensation bands, understand the total package including stock and bonuses, and come prepared with market data. Our professional negotiation services can help you navigate the process and have helped candidates secure significantly higher compensation. [...] ← Company Directory" Follow that advice, but verify any paid service claims and always corroborate numbers with additional sources or the company.

9. Verification checklist before you sign

Before accepting, confirm currency (the page uses $), sample sizes, and timing for the cited medians, Levels.fyi notes "Last updated:2/15/2026." Follow the recommended verification steps: confirm whether figures are annualized, ask how many submissions produce the role median, and request HR/Total Rewards documentation for benefits, equity vehicle, and commission terms. If you plan to publicize your numbers, secure permission and anonymize as required.

10. Final stance: insist on transparency and written terms

monday.com’s reported medians give you a negotiable framework; the power is in specificity. Use the table figures, the $122,446 company median, and the low/high role examples to demand written band placement, explicit equity contracts, and full benefits documentation. Closing on clear, documented terms is the single best way to convert market intelligence into real compensation gains.