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Compensation management for the modern life sciences organization

From pre-IPO biotech to global pharma, life sciences compensation is uniquely hard to get right — equity-heavy packages, novel roles with no clean market comp, and headcount that can swing 20-30% after a single Phase 2 readout. Pave is the modern solution for compensation management, with a complete platform for pricing jobs, running merit cycles, and communicating total rewards across your organization.

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More than 9,000 companies use Pave to power their compensation ecosystems

Why now?

The new life sciences talent landscape

Life sciences compensation is under pressure from two directions. The talent is scarcer — the hardest roles to fill now sit where biology, data, and regulatory strategy meet, from bioinformatics to novel-modality R&D. And the pay is harder to structure and defend: equity dominates senior packages, transparency at venture-backed biotech is uneven, and offers increasingly turn on how well a company can benchmark and explain its numbers. Do that across a workforce spanning pre-IPO biotech to multinational pharma, and comp teams are doing significantly more with the same headcount.

Why Pave?

One platform for your entire compensation ecosystem

Eliminate spreadsheets and disconnected point solutions by creating a fully integrated compensation ecosystem — spanning R&D, clinical, regulatory, commercial, and corporate roles — built to work alongside Workday, SAP, and the HRIS and equity systems your business already runs on.

Every pay decision is built to be defended

Give your HR team, R&D leadership, and finance and legal stakeholders the data and insights they need to make confident, consistent compensation decisions — including the board- and investor-level scrutiny that comes with clinical milestones, financing rounds, and public-company disclosure.

Purpose-built AI for expanded data coverage

Stop sacrificing coverage for relevance. Emerging roles in novel modalities, bioinformatics, and precision medicine are exactly where traditional surveys have the least to say — Pave's AI-powered market pricing fills the gaps and irregularities other data sources leave behind.

The comp foundation to grow and scale

Whether you're building a job architecture for the first time ahead of a financing round, or preparing for pay transparency and SEC disclosure requirements as a public company, Pave gets your program structured and ready.

THE PAVE AGENT

Ask anything. Get a defensible answer in seconds.

When your CHRO needs to model the retention impact of an early equity refresh ahead of a board meeting or a hiring manager wants to know how a brand-new computational biology role should be leveled, waiting weeks for an analyst isn't an option. The Pave Agent is your AI compensation analyst — it reasons across your real-time data, your leveling framework, and your pay philosophy to recommend an answer, complete with data sources and confidence levels you can defend to your board and investors. It delivers the analysis; your team makes the call.

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SALARY BENCHMARKING

Real-time benchmarks,
no surveys required

Connect your existing HRIS, ATS, and equity systems and gain access to real-time compensation benchmarks across 295+ job families and 170+ locations — including Advanced Equity Benchmarks and Custom Peer Groups built for SEC Pay Versus Performance disclosure. Pave's data is sourced continuously, not on an annual cycle, so you're always pricing against what the market is doing today, not what it was doing 14 months ago.

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MARKET PRICING

Price any job,
anywhere in the world

Getting salary ranges wrong in either direction is costly — and harder to catch when a role is new enough that no survey covers it cleanly. Pave's Market Pricing blends data across sources at the job family level and resolves gaps with AI-powered Auto-Smoothing, so you can build defensible pay ranges even for roles that didn't exist two years ago.

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A woman's two pay bands are shown, with the second appearing larger thanks for her promotion from Senior to Staff Engineer.

COMPENSATION PLANNING

Fully automated merit cycles, built for equity-heavy comp

Spreadsheets weren't built for comp planning across R&D, clinical, and commercial teams growing at very different speeds — or for tracking the vesting cliffs that come with equity-heavy packages. Pave replaces them with guardrail-equipped workflows, role-based permissions, and Smart Flags that surface vesting-cliff and retention risk before they become escalations.

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TOTAL REWARDS

Communicate pay, retain your scientific talent

When equity makes up the majority of a senior researcher's package, employees who can't see its full value don't know what they'd be walking away from. Pave's Total Rewards Portal and Visual Offer Letter give every candidate and employee a dynamic, always-current view of their complete package — including interactive equity modeling — so the offer that gets them in the door is the experience they keep on day one.

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Customer Testimonials

Learn how the best get even better.

Don't take our word for it. Listen to what our happy customers have to say about using real-time compensation data, predictive machine learning, and insight-infused workflows to perfect the art and science of pay.

Clio

The real-time nature of Pave’s Market Data tool, in addition to the relevancy our selected data cut, instills deep trust from Clio’s leadership team. Knowing that companies in Pave’s dataset are similar in size, structure, and industry to Clio is a big win for the team. Our leadership has a ton of confidence in the tool, which is great and helps us move faster.

Yvonne Liu

Sr. Manager, Compensation

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Ancestry

Pave has streamlined our entire compensation process, enabling us to enhance transparency, drive employee engagement, and improve retention. With Pave’s data-driven approach, we’ve been able to make more strategic decisions around compensation, which has had a direct impact on our company's growth and ability to retain top talent.

Evan Salisbury

VP, Total Rewards & People Support

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Workato

Ultimately, what Market Pricing from Pave enabled me to do is free up seven weeks of time to focus on pre-planning with business partners, leaders, and managers. Once the cycle started, I had very few managers take me up on office hours. There was so much done ahead of time, I was able to have key consultations finished two months earlier.

Neil Pfeiffer

Sr. Manager, Compensation

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Grammarly

I really appreciate, and increasingly rely on, Pave’s real-time compensation insights. In particular, the ability to easily filter for relevant peer datasets ensures our team always stays informed and can remain agile. In my opinion, real-time data pulled directly from HR systems is the new model for keeping track of an always dynamic talent market.

Leah Springer

Director, Compensation

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Xero

We weren’t sure Workday had the functionality and flexibility to begin with, but it certainly wasn’t something we could stand up between March and the start of the annual salary review in June.

Ben Squires

Principal Reward Consultant

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Databricks

As nontechnical users, we can directly configure so many different aspects of our compensation cycles and the design of the Total Rewards portal and other features.