Canva
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Canva Compensation & Benefits
This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.
How are the compensation & benefits at Canva?
Strengths in inclusive family support, wellbeing perks, and equity access are accompanied by challenges in cash progression, compensation transparency, and location-based consistency. Together, these dynamics suggest a compelling total-rewards mix for those valuing benefits and ownership, while requiring role- and site-specific verification for cash-focused expectations.
Positive Themes About Canva
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Parental & Family Support: Parental leave is extended, gender‑neutral, and available from day one, with compassionate policies for complex family situations. Return‑to‑work flexibility and additional caregiver supports reinforce an inclusive approach.
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Wellbeing & Lifestyle Benefits: An annual, flexible stipend and extra paid days off support wellbeing, learning, and life admin, complemented by campus perks like daily meals where available. Volunteering time and milestone sabbaticals add meaningful lifestyle value.
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Equity Value & Accessibility: Equity is a core component of total rewards, and past secondary sales have provided liquidity opportunities. Standard multi‑year vesting structures make ownership a meaningful part of compensation.
Considerations About Canva
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Stagnant Pay & Limited Progression: Progression to higher levels can be difficult and raises are described as modest, making cash growth feel constrained in some roles and markets. Advancement and meaningful increases often hinge on promotion timelines.
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Unfair & Opaque Compensation: Public materials emphasize ranges in some postings, but band granularity, raise mechanics, and promotion criteria are not consistently transparent. Limited disclosure of stipend amounts and equity refresh details can cloud expectations.
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Exclusive or Unequal Benefits Coverage: Onsite perks and benefit specifics vary by location, with hub campuses receiving stronger daily perks than fully remote roles. Differences by office and region can lead to uneven access to certain perks and pay positioning.
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