Understand your team's comp history, and make decisions with data at your fingertips. Make better decisions with context – no need to check old email threads or hunt for spreadsheets.
Flag employees who need a raise or equity refresh, identify pay inequities, and discover issues before they impact retention. Get a full report of compensation issues that need to be resolved, so that you can budget, get board approval, and make needed changes.
Manage comp bands, track change history, and use them to run comp cycles and ensure pay equity. Grant access to managers without worrying about permissions.
Import third-party compensation data sets to calibrate your bands against industry standards
Identify pay equity imbalances on your team in seconds. Break down pay differentials in totality or by role so that you can establish fair and equitable compensation practices.
A compensation philosophy allows you to be transparent with all of your employees about your approach to total rewards. To help you get started, we’ve put together a sample compensation philosophy below. It’s designed for technology startups that pay employees with a mix of base salary, bonuses, and equity. You can use this compensation philosophy as a template for your own, or just use it as a source of inspiration.Read Story
A compensation philosophy is one of the key elements of a thorough compensation management plan. A well designed compensation philosophy describes a company's approach to determining and providing pay and benefits to its employees. It also serves as a framework for how the company rewards its employees for the contributions that they make to the organization.Read Story
Total compensation or “TC” as it’s colloquially (and somewhat sarcastically) referred to across the tech industry, is a term referring to the sum total of all of the monetary compensation that an employee receives in a given year. In tech company circles, it has become a common term that allows employees at different companies to compare their compensation and determine whether they’re being paid a market rate.Read Story