After nine months you have a compensation matrix session, and your score decides your next contract step. In the Netherlands your first contract lasts one year; in the UK and Germany you’re employed indefinitely from day one through Oyster. You need a culture score of at least 65%.
Nucleus: Live · Owner: @Anne Pasdeloup · Reviewed: 24 Sept 2026
A renewal is a check-in. We agreed something at hiring, and after nine months we do a session together and look at where things actually stand.
We work across countries, so contracts don't look identical everywhere. The tool we use stays the same: the Matrix Reloaded. We plot you at hiring, we do a session after nine months, and based on what comes out of that session we decide what's next.
This chapter covers four groups: people in the 🇳🇱 Netherlands, the 🇬🇧 UK, 🇩🇪 Germany, and :omron: colleagues moving from Omron to Luscii.
When you join Luscii, you're plotted on the Matrix Reloaded during hiring. That plot is the basis for the offer in your contract.
After nine months, we do a compensation matrix session together. We compare the score of the matrix to:
Most matrix sessions don't lead to anything dramatic. The score lines up with what we expected, and we move on. Sometimes the matrix shows you've grown into a higher level, and the salary follows. The sections below cover what happens when it doesn't line up: when reality and the hired level don't match, when the culture fit isn’t there, or when the score has dropped.
Culture, wherever you are. We expect a culture score of at least 65%. Between 40% and 65% we agree a culture plan with you, with a Culture Mentor and active participation in Holacracy Hour, and we do another matrix in twelve months. That part is the same in every country. In the Netherlands it comes with a one-year temporary contract as well. If you are still below 65% after two years, that is the signal the working relationship is not sustainable and we move to an employment review. Below 40% is an employment review straight away.
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Hired before November 2025? We used the old Matrix then. Scores aren't always directly comparable to the new base/growth split — keep that in mind during your session.
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In the Netherlands, your first contract is always for one year. Based on the matrix outcome, the second is either another year or an indefinite contract.
We use temporary contracts because Dutch law makes ending an indefinite contract genuinely hard. A temporary period gives both sides a fair window to check whether what we agreed at hiring matches the role as you actually live it. It is not a probation. It is an honest look, both ways.
Timing. We do a Profile Survey between month 5 and 6, an early check to see how things are trending. The compensation matrix session itself happens between month 8 and 9, always leaving at least three months before the end of your first-year contract to run an employment review if the outcome asks for one. If you’re on a second temporary contract, the next session is typically around month 21.