Experience everything about benefits and salary

Compatibility with family life, flexible working hours and locations, diverse development opportunities, health – all this and more is highly valued at Seibert. See for yourself what we have to offer as an employer!

Come to the Cake Side

Work is important – but at Seibert, your well-being is just as crucial. With flexible working hours, mobility and health benefits and many other perks, we support your work-life balance every day. Take a closer look at what we offer beyond your salary!

Food

Lunch at Seibert is on a whole new level – welcome to Seabird! Every visit to our canteen is a culinary experience. Team Foodie ensures a healthy and balanced diet while accommodating a wide range of dietary preferences. Vegan, gluten-free, nut-free? No problem – our culinary team are real pros.

Health

At our company, you’ll find a variety of  offers that benefit your well-being: from flu vaccinations to massages, company fitness schemes and healthy nutrition – we support you in staying fit and healthy, because the health of our employees is essential to us.

Mobility

How do you prefer to get to work? We’ll make it easier for you! Whether you prefer a Job bike, JobTicket for public transport, pool car, or something else – we have the right solution for you.

Fitness

Whether it’s the EGYM Wellpass, yoga in the office, or soccer and bouldering – fitness and health are really important. That’s why we want to help you rock your work-life balance!

Kiosk

Candy, snacks, and more are available at cost price in the kiosks in our offices – just what you need for a little break and an energy boost!

Flexibility

Flexible working is second nature to us. If it’s OK with your team, you can decide when and where you work – the perfect solution if you need to balance family life, studies, or other commitments.

Overtime

You can do it – but you don’t have to. If you work overtime for any reason (an important meeting needs to be prepared, a bug needs to be fixed, your team really needs you, etc.), you’ll be paid from the very first hour, or you’ll be able to work a few hours less in the future. With us, you won’t work a single second for free!

Continuing Education

We want you to develop – not just every two years or whenever money is available, but in a way that suits you and your role. Together, we’ll look at what you need to maximize your potential. Because when you progress, it also helps us progress as a company.

We pay fairly

We are convinced that no one really wants to negotiate salaries. Some people are really good at arguing and discussing, others are not. The result: different salaries for the same work. Doesn’t seem fair, does it?

Our company values ​​form an important basis for our compensation process – one of which is „fair play.“ And fair play, of course, also applies to how Seibert, as an employer, treats you as an employee.

See for yourself – we’ve described exactly how it currently works for Germany below.

So how is my starting salary at Seibert calculated?

There are three important factors that determine your starting salary: the role, the tasks you will perform, and your specific work experience for the role—compared to the market and what other companies are paying. Based on this data, we calculate the salary stated in your employment contract. It’s actually really simple, right? 

What does my role have to do with my salary?

Your future role – meaning the expertise and skills you bring, where and how you take on responsibility, and which tasks you dedicate yourself to – is the most important factor in determining your salary. One thing is clear: there are jobs with different responsibilities that are compensated differently. We determine the “price tag” for your role based on the market, i.e., in comparison with other companies. And when it comes to deciding how a role compares to others in terms of pay, the relevant peers are heavily involved.

Role experience - what it means to us

Imagine this: Person A is 35 years old and has already gathered 10 years of professional experience in this job. Person B is also 35 years old but only has 3 years of professional experience because she did something completely different before. We believe that experience in your profession should be compensated accordingly. That’s why we consider your educational qualifications and the number of years you have spent in your role: the higher the qualifications and the more experience you have, the greater your role experience is. That’s why it’s important that you provide us with your CV.

How does the market comparison work?

To make a meaningful comparison with the market and find out what others out there would pay someone with your experience in your role, we use a tool that collects salary data from many different companies in Germany. Imagine it as a huge list where all professions and their role descriptions are recorded. This database then spits out a salary figure that we will offer you.

Begging for a raise?

Salary adjustments are a fixed part of our planning – without anyone having to take action themselves or form a committee to discuss them. We’re pretty good at it, by the way, and it’s also very valuable for our work.

For example, the salary is adjusted when you get more work experience, the market value of your role increases, your role changes or Seibert changes the initial value. Cool, right? By the way, if the market value of the role decreases, your salary will not be lowered, of course.

Is that all?

No! We are well aware that no process is perfect (unfortunately). That’s why our salary process is regularly examined. And we really critically examine it – it’s not only constantly evaluated by the salary committee, but also put through its paces by our colleagues. As we all know, money can end friendships. The aim is always to work economically and at the same time make sure that all colleagues are doing well.

So how is my starting salary at Seibert calculated?

There are three important factors that determine your starting salary: the role, the tasks you will perform, and your specific work experience for the role—compared to the market and what other companies are paying. Based on this data, we calculate the salary stated in your employment contract. It’s actually really simple, right?

Your future role – meaning the expertise and skills you bring, where and how you take on responsibility, and which tasks you dedicate yourself to – is the most important factor in determining your salary. One thing is clear: there are jobs with different responsibilities that are compensated differently. We determine the “price tag” for your role based on the market, i.e., in comparison with other companies. And when it comes to deciding how a role compares to others in terms of pay, the relevant peers are heavily involved.

Imagine this: Person A is 35 years old and has already gathered 10 years of professional experience in this job. Person B is also 35 years old but only has 3 years of professional experience because she did something completely different before. We believe that experience in your profession should be compensated accordingly. That’s why we consider your educational qualifications and the number of years you have spent in your role: the higher the qualifications and the more experience you have, the greater your role experience is. That’s why it’s important that you provide us with your CV.

To make a meaningful comparison with the market and find out what others out there would pay someone with your experience in your role, we use a tool that collects salary data from many different companies in Germany. Imagine it as a huge list where all professions and their role descriptions are recorded. This database then spits out a salary figure that we will offer you.

Salary adjustments are a fixed part of our planning – without anyone having to take action themselves or form a committee to discuss them. We’re pretty good at it, by the way, and it’s also very valuable for our work.

For example, the salary is adjusted when you get more work experience, the market value of your role increases, your role changes or Seibert changes the initial value. Cool, right? By the way, if the market value of the role decreases, your salary will not be lowered, of course.

No! We are well aware that no process is perfect (unfortunately). That’s why our salary process is regularly examined. And we really critically examine it – it’s not only constantly evaluated by the salary committee, but also put through its paces by our colleagues. As we all know, money can end friendships. The aim is always to work economically and at the same time make sure that all colleagues are doing well.