INTERVIEW
At Lucca, a start-up that designs administrative management software, each of the 220 employees knows each other's salaries. And after three years of seniority, each also sets their remuneration. A rule of transparency established from the recruitment process, as explained Gilles Satgé, CEO of Lucca in "La France bouge" Friday.
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"It allows you to quickly identify any discrepancies and resolve them"
When people apply for a position at Lucca, the start-up gives them "a grand oral". And the last test of the recruitment process consists of "a presentation in front of a dozen employees" at the end of which, "the person is publicly asked how much he thinks he is worth," explains Gilles Satgé. Internally, "everyone can know the salary of their neighbor, their boss, their manager ... We even have software that can do that", adds the boss of Lucca.
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A transparency which allows according to him "to eliminate a large part of the problems of wages". "People do not make assumptions on the salary of their colleague but know it. It makes it possible to identify very quickly the possible differences and to settle them because people speak about it", underlines Gilles Satgé.
"Have a salary that is at market value"
And when the employees have more than three years of seniority, they themselves fix their new remuneration, which they announce "in front of all the people who have more than three years of seniority". The rule being at Lucca "to have a salary which is at market value", specifies the CEO of the start-up.
"So we can justify an increase, not because we think we can save the company so much, but because if we went to a competitor for example, then we would be paid so much," he explains.