The Aeqium Team

Managing effective merit cycles in a competitive job market is challenging for HR teams and managers. This blog offers 5 tips and 3 tools to enhance merit cycles, ensuring fair rewards and boosting company performance. Key aspects include clear criteria, manager training, data analysis tools, and software for streamlined processes.

“How much does it pay?”‍ It’s the number one question job candidates want answered. It’s also become a challenge for HR leaders due to the growing demand for Pay Transparency.‍ To help HR leaders with this challenge, Aeqium CEO Peter McKee sat down with a panel of experts to provide actionable tips and advice for preparing for a pay-transparent world.

We're excited to announce the release of our new feature, Pay Transparency, which empowers brands to be more transparent about their employees' pay ranges.

In uncertain macroeconomic environments, there are many important decisions that you and your team need to make regarding comp. Here are a few tips for how to navigate compensation and team building in the event that we’re in for an extended downturn.

With more and more pay transparency laws coming into effect, compensation and people operations teams need to be prepared for what they need to publish and what the impacts will be for candidates and employees alike. To maximize the opportunity that this creates (and minimize the downside), take the steps below to make sure that you’re prepared. 

Compensation bands are an integral part of a great compensation program. Compensation bands simplify decision-making, prevent salary compression, and ensure pay equity. They’re an important tool as you level up and ensure that your comp plan is effective. If you don't have bands in place yet, here are some tips on how to get started.

Falling behind in compensation in today’s market can mean disaster: missed hiring targets and regrettable attrition. To avoid these issues, many companies are considering proactive raises for some or all of their teams in order to match or exceed market compensation. Here are a few points to keep in mind on emergency market adjustment raises and how to run them:

Your business is growing fast, and you’ve hired a few dozen people over the last few years. These are now some of your most tenured and valuable team members – how do you ensure that they stay motivated? 

It’s hard to make people happy with their compensation, but it’s very easy to make them unhappy. Avoid these common compensation mistakes to retain a happy team.

There are several parameters to weigh when designing an equity program. In this post, we document a few equity refresh programs in the industry for inspiration.

As a company matures, it’s important to structure your compensation into bands. Learn how to get started with this post.

To hire effectively as a startup, you need to devise a plan for pitching your equity to candidates that is accurate, informative, and compelling. Dive into this guide to learn more.