Pave Guides

Pave and Greenhouse have partnered to bring real-time offer trends to talent and compensation teams. Curious how you can compete for top talent in an ever-changing market? Download our free Offer Insights report to preview the early indicators you’ll need to guide your compensation strategy into 2025.

In the current market, total rewards leaders are being asked to do more with less, including running merit cycles under more constraints (for both cash and equity). To take some of the leg-work out of researching benchmarks, we’ve dug into Pave's real-time data to outline merit cycle trends from Q1 of 2024. We were inspired by questions from our customers like: 1. Are other companies changing the merit process due to restricted budgets? 2. What is the current median salary increase? 3. Are companies running merit cycles at all? We’ve covered all of these, and more, in this guide with our partner Alpine Rewards, so that you can see how you compare to what's happening in the market. 

A rigorous post-cycle analysis is critical to improve the efficacy and efficiency of your compensation program. One of the most important steps of running a merit cycle is measuring its success, reflecting on ways to improve, and reporting on key stats to senior leadership. With this free template from Pave, we want to help make this final step a little bit easier. It's based on best practices from our customers to help you outline core metrics and run a successful retrospective on your last merit cycle.

What makes equity compensation work for an organization in 2024? Our team at Pave analyzed the real-time data available in our platform across 6,400 customers and 50 countries to understand the latest in equity compensation practices. We’re sharing what we learned to help you make equity decisions that are responsible and competitive with market trends.

Equity benchmarks aren’t giving you the full picture you need to build and run an effective equity compensation strategy. They are omitting equity practices, aggregating new hire and total equity, and not splitting out intended vs. actual or vested vs. unvested equity grant value. These omissions can lead to dramatically different equity outcomes and benchmarks. Pave is here to shed light on the most common equity practices and help you contextualize your equity benchmarks to help you run a world class equity program.

When it comes to managing People, it pays to be transparent. Attracting and retaining talent is critical to the success of your business - but putting transparent pay practices into place and educating your entire team on it can be a tall order. That’s why we’re here: to help demystify pay transparency and provide a roadmap to becoming a more transparent organization.

By now, every employer’s heard about it. We’re in the times of The Great Resignation. After a traumatic year that has most everyone confronting imbalances between career and life like never before, droves of people are now emboldened to quit their jobs in search of what they’ve been missing.

Whether you’re a founder who’s just starting to build out your team, or an HR leader committed to creating a compensation strategy for your whole company, we wrote this guide to help you keep "comp" at the center of your competitive edge.

We know launching a compensation strategy can be overwhelming, yet is an important part of your culture. We’ve worked hard to simplify this process by creating this 10 step compensation strategy guide.

Building compensation bands can be a daunting exercise. Luckily, we’ve helped hundreds of companies build, store, share, and operationalize their compensation bands at scale. In this guide, we’ll break down the eight steps every company must take to build their compensation bands.