Pay People Fairly.
Ensure your Total Compensation strategy is internally equitable and externally competitive.
There is a lot of compensation data floating around. How do we build a usable structure from that data that makes sense for our company?
What’s the best way to communicate our compensation strategy to our managers? To all employees?
We have a mix of titles and levels on different teams - how do we make sure we're being consistent in our benchmarking?
Our company has a remote-friendly policy, and employees who are moving around. How should we think about geography and pay?
Pay equity is a priority for our team: how do we measure whether we are paying people fairly?
The startup ecosystem is highly competitive, and the market for talent is in a state of evolution. Our compensation service provides the strategy, market data and custom tools to manage pay practices in a way that is externally competitive as well as internally fair and consistent. These deliverables allow our clients to have a data-supported salary review process, set competitive recruiting budgets, and correct for any internal inequities.