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In my personal view, compensation was not very competitive for several roles. I had the impression that salary satisfaction was relatively low among several employees.
In particular, I felt that compensation for full-time interns who stayed and contributed for several months did not always adequately reflect their contribution.
There were no automated salary increases in my experience. Salary increases usually had to be actively negotiated and were not handled through a clear or structured process.
Several employees I was aware of had fixed-term contracts of 1–2 years. In my view, contract renewals were often handled too late. Even when employees raised the topic months before the contract end date to be able to plan, decisions and contract adjustments often happened very late. This created unnecessary uncertainty.
In one case known to me, an employee accepted a significantly reduced salary based on the expectation of receiving company shares or an equity-like participation. From what I have seen, this was not finalized or implemented, although the employee followed up repeatedly over a long period of time. In my opinion, this was handled poorly and damaged trust.