Axon Compensation Employee Reviews

Axon diversifies compensation for most full-time employees across base, stock, and annual bonus. It's motivating having equity in the company and allows flexibility in overall compensation negotiations.

I really like the RSOs.

Bonus based on company performance which makes me engage with company mission

GYM package, Senior Manager bonus in 4 years

insurance for whole family, yearly bonus

competitive salaries and full of benefits related to wellbeing

RSUs allow me to capture the upside of the stock

On top of the fair compensation (Salary, RSUs, Bonus), we have a really cool office space with free snacks and drinks.

The stock package is amazing especially given the upside long term

Base pay is decently high. I value base pay more because it’s predictable, it’s what I can budget around, etc. Bonuses come

Solid base salary, especially compared to my prior tech company.

stock and a good base salary

Above fair compensation in take home pay. Our stock and bonuses are just icing on the cake.

Unlimited Paid Time off and a 401k that vests immediately.

Compensation is a great balance of cash and stock and is structured in a way where everyone as the ability to realize the value they are putting in.

It offers Roth 401k and stock compensation.

Affordable health care & Gympass!!

I feel fairly compensated as a woman employee

Stock in a growing company

Gym compensation and mobile phone tipend

I did not get a great contract when I joined, but I proved to be strong and got promoted fast, but by compensation does not rise as fast and catching up slowly, and until now I am not high in my band. There was no rewards for loyalty either.

It’s simple, the external company approa

Tech roles in our area get paid wayyyy more....just FYI.

Not competitive with other tech organizations, overall benefits are lacking in terms of 401k match, medical and stock plans

Review from Sales Dept

Base pay is not great, especially for long-time employees. New employees have it better.

Even though I've received a raise, I'm still about $10,000 per year under what someone in my position should be paid.

Raises should reflect our company profits as well as accounting for cost of living increases.

Review from Sales Dept

Seattle compensation isn't meeting the competitive market. This means we have to go up on our new offers to candidates to win them, while people who have been at the company are increasingly undercompensated.

Compared to other software roles at companies with similar scale and size, I am currently underpaid for the responsibilities I have.

More competitive pay and benefits (like free parking)

More compensation, keeping pace with yearly inflation. 6% inflation this year but only 6% raises for those in Top 25%. Would be great to have a donations matching program.

I've been sited by the execs in several meetings over the years regarding my contributions, but have never received a promotion. Nor have I been given any indication of what I need to do to advance past my current role

I would like to be paid at the level that I am at. I am currently being paid below my level, due to legacy, which confuses me as I continue to push hard to perform and am loyal to the company and get paid less than if someone new would come in at the same level today. Not very motivating

Comp analysis is not good.

Compensation at Axon seems to be quite behind the curve vs any other opportunity I've researched and peers report the same.

Be more competitive with other software companies. I do a ton of interviews and debriefs that result in hires but we don't get the person. I can only assume it is due to compensation. I know that when I check with other companies for opportunities, I could make more elsewhere.

wish there were bigger raises with promos

Less stock heavy compensation plans that are tied to vest dates

Competitive base pay and stocks