Our People & Transparency
At EPiC, we believe that openness builds better teams and stronger relationships. Below you'll find an honest overview of who we are as an organisation, how we make decisions about pay and progression, and where we're committed to improving.
How We Hire
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We use a structured interview process, the same criteria and questions are applied consistently for every candidate. We do not ask for or use previous salary history as a basis for compensation decisions. ​​
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Pay Philosophy
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Compensation at EPiC is based on three things: the role and its responsibilities, the level of experience and skills the person brings, and their performance over time. We review pay annually and actively look for any unexplained differences. Everyone at the same level, in the same role, is assessed by the same criteria, regardless of gender, background, or origin.
Wellbeing & Benefits
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We believe that people do their best work when they feel supported beyond the job itself. At EPiC we offer flexible working arrangements, including hybrid and remote options where the role allows. We are continuously reviewing our benefits to ensure they reflect the needs of our team as we grow.​​
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Learning & Development
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Growth is part of how we work at EPiC. We support our people through access to training, professional certifications, and internal knowledge-sharing programmes. We believe development opportunities should be equally available to everyone, regardless of seniority, role, or background, and we actively encourage career progression from within.​​
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ΕU Compliance
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EPiC actively monitors the requirements of the EU Pay Transparency Directive (2023/970). As an organization with fewer than 100 employees, we are not yet subject to mandatory reporting requirements. However, we are preparing our internal processes ahead of full implementation in 2026.