Build Your Pay Strategy

Answer a few questions about your company and we'll generate a custom pay strategy in seconds.

1. General Details

Company name *

Industry *

Headcount *

1–5051–200201–500501–1,0001,001–5,0005,000+

Number of office locations *

12–56–1515+

Geographic footprint (select all that apply) *

Single cityMultiple US citiesNational (US)International

How do you handle geographic pay differences? *

Single national pay structureGeo-tiered by cost-of-labor zoneLocation-specific rates (city by city)Still working this out

2. Competitive Positioning

What's the most urgent compensation challenge you're facing? *

Retaining key talent / managing flight riskCompeting for candidates in a hot marketAddressing internal pay equity concernsPreparing for pay transparency requirementsAligning comp with where the company is headedGetting leadership buy-in on comp strategy

Who do you compete with for talent? (select all that apply) *

Big Tech (FAANG/Magnificent 7)Other tech companiesRegional companies in my industryNational companies in my industryStartups / VC-backed companiesProfessional services firms

How do you position your pay vs. market? *

Top of market (75th–90th percentile)Competitive+ (50th–75th percentile)At market (50th percentile)Below market BASE / high VARIABLE upside

Are your roles generally...? *

Highly specializedMix of specialized and generalMostly general roles

3. Comp Mix & Priorities

How important is each component to your overall comp strategy?

Base salary *

Variable / incentive pay (bonus) *

Equity / stock *

Benefits & perks *

How much impact does pay-for-performance have on actual rewards delivered? *

What does pay-for-performance primarily impact? *

Base payShort-term incentivesLong-term incentivesA combination of two or more

4. Job Architecture

Do you have a formal job leveling structure? *

Yes, fully definedIn progressNo

How many levels per job family (on average)? *

1–34–67+Not sure

How are career paths communicated to employees? *

Publicly sharedShared internallyManager-level onlyNot formalized

When someone is promoted, their compensation is... *

Immediately adjusted to new levelAdjusted at next review cycleVaries by manager

5. Internal Processes

How often do you update compensation ranges? *

AnnuallySemi-annuallyQuarterlyAd hoc

How do you adjust individual compensation? *

Structured annual reviewPromotions onlyAd hocMix of approaches

What is your organization's comfort level with internal pay transparency? *

Remote / hybrid approach *

Fully remoteHybridMostly in-officeStill figuring it out

6. Current Tools

ERP

WorkdayOracleSAP SuccessFactorsADPUKGOther

Data Gathering, Reporting and Analysis

Excel/SheetsPower BITableauQlik SenseLookerThoughtSpotOther

Market Pricing Management

BettercompPavePayFactorsMarketPaySalary.comHR Consulting Firm(s)Other

Market Pricing Source(s)

Data aggregatorThird-party surveysJob posting databaseCombinationOther