A time will come when your seniority and ability to take on responsibility regarding the growth and stability of Lifely can't be compensated by a salary or management fee alone. For this reason, we're building a partner program that rewards colleagues with options in shares for colleagues who go above and beyond the traditional tasks of their careers.

Partner programs breed inequality?

We can't deny, and we do understand, that a partner program might result in either belonging with the club or not. It can breed not just a feeling of inequality, but also actual inequality. This is something we desperately want to avoid at any cost. That's why we've spent a lot of time considering how to be transparent about what we define as seniority, or as something that exceeds the salary a company like Lifely can compensate. We call these values "Impossible to compensate".

We hope that by giving you deep insight into the Partner program, you'll naturally lean towards one of the following statements:

• These "Impossible to compensate" values aren't for me. Bearing this kind of responsibility doesn't suit me. I have other goals in life that I want to achieve and being an employee gives me the mental space to do so.
• I want this, I believe I can do this, and these are exactly the kind of high stakes that motivate me.

We want to provide an equal amount of transparency regarding your salary. We're still working on our salary model so, please, keep an eye on this page for any updates.

• A personal view on the partner program by our CEO.

Impossible to compensate values:

We have defined seven categories that we use to transparently validate whether someone has shown to be eligible for the Lifely Partner program. We have defined these categories as "Impossible to compensate" values in the following manner:

• 1. Dependability and autonomy.
• 2. Thought leadership.
• 3. Scaling by building structure.
• 4. Leadership beyond doubt.
• 5. Injecting unfair advantages.
• 6. Accelerate the growth of company.
• 7. Sharing the load.

Partner levels.

A normal partner program at other companies requires the Partner to buy stocks with out of pocket cash up front. Considering the current state of the housing market we feel it isn't reasonable to ask team members that they add value beyond their role and compromise their ability to buy a house. That's why we've come up with the following paradigm: Everyone who is in the Partner program will be rewarded for the accelerated value all partners created together over the past year. We've created three levels: