Currently, the technology market has become one of the most competitive when it comes to remuneration. Even more so when it comes to companies like Goal, which in addition to offering above-average base salaries, also guarantees bonuses, equity plans and a robust benefits package.

While many companies focus their efforts solely on direct compensation, Meta has developed an internal policy focused on continuous recognition. Along with competitive salaries, it values performance through annual bonuses, internal awards and structured progression plans.

In other words, those who deliver consistent results receive recognition on several fronts, financial and institutional.

Still, the logic isn’t just based on cold targets. While numbers are important, the company also looks at collaboration, innovation and real impact across teams.

This model often helps create a less hierarchical and more purpose-driven environment. This means that even across disparate teams, there are clear opportunities for growth, which keeps motivation high for longer periods of time.

Even more important is that these values are clearly communicated and are often accompanied by bonuses that further increase the total received in the year.

However, this structure does not only apply to the highest positions. As long as the professional meets the hiring criteria, there are vacancies with salaries well above the market average, even at intermediate levels.

Likewise, earnings are supplemented by share plans that, depending on the company's performance, can represent even more significant amounts over time. Employees then become part of a remuneration system that combines predictability and growth potential.

In addition to the fixed salary, one of the most valued elements of remuneration at Meta is the equity, that is, the offering of shares in the company itself as part of the package.

From the moment a professional is hired, he or she can receive restricted stock units (RSUs), which are gradually released over the years. This creates a direct relationship between the financial success of the company and the rewards of those who work behind it.

While salary guarantees stability in the short term, equity works as a strategic differentiator for the medium and long term.

Especially when considering the company's historical appreciation, the accumulated earnings over four years or more can represent a significant increase in total income. Therefore, this model also contributes to talent retention, as it offers a reward proportional to the length of stay and delivery.

While some companies offer standardized benefits packages, Meta structures its programs with a focus on the employee's overall well-being.

This includes not only comprehensive health insurance plans, but also educational reimbursement, psychological support, extended leave, childcare assistance, and mental health programs. Employees have access to these resources as soon as they are hired, which helps them adapt more smoothly.

In the meantime, the environment becomes more sustainable. For example, knowing that they can count on support in times of need, employees tend to maintain productivity with less stress. Likewise, the fact that benefits also cover family members creates a deeper sense of belonging.

In other words, it is a package that takes care of different aspects of life, which transforms the work experience into something more balanced.

One of Meta's pillars is the encouragement of ongoing learning. Professionals are constantly exposed to new challenges, development paths and internal training programs.

In addition, there is a strong internal mobility policy. As long as the employee shows interest and preparation, they can move between areas and projects, which broadens their repertoire and paths within the organization.

Despite the size of the organization, Meta seeks to maintain a culture of active collaboration between teams.

While each team has specific goals, there is a collective effort to integrate different specialties around common objectives. This creates a more fluid and less rigid dynamic, favoring the creation of solutions with a real impact on the user experience.

Even with a wide range of options, finding positions that match high salary, equity and consistent benefits requires attention to some steps. Especially in companies like Meta, where processes are detailed and selective, understanding how to navigate these opportunities can make the journey much easier.

When visiting https://www.metacareers.com/, you will find all open opportunities, organized by location, area and type of role.

Right after entering the platform, apply filters for vacancies with equity, bonuses and specific areas such as engineering, product or data.

As you evaluate, look for mention of the compensation package, including base salary, bonuses, and stock options (RSUs).

Before you apply for a role, consider the level of seniority required. Many high-paying positions are tied to mid-level or senior positions.

In addition to facilitating future applications, maintaining an updated profile allows you to monitor processes and be notified about new opportunities aligned with your history.

Maybe Meta’s vacancies at this point don’t match your level of experience, your area of expertise or your personal goals. And that’s okay. Each stage of your professional journey requires a different strategy. The most important thing is to keep moving forward, clearly evaluating what makes sense for you.