In this report, discover the compensation trends and practices driving the market for Artificial Intelligence (AI) and Machine Learning (ML) talent.

Explore the power of real-time compensation data—and learn why your traditional survey data isn’t keeping up.

As a compensation leader, you know you need the right tools to work more accurately and efficiently. This guide will help you understand the compensation management software landscape and find the tools that will be the best fit for your organization.

Keeping track of the evolving compensation market data landscape can be difficult. It used to be that surveys were the de facto method for obtaining compensation data. Today though, there are other types of market data that can elevate a company’s compensation strategy. Building a strong comp strategy requires an understanding of what these various compensation data sources can offer, and how to combine them to meet the unique needs of your business. In this guide, discover the six key types of market data, learn the strengths of each, and see examples of how companies use them to fulfill their comp philosophy.

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.

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.

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.