Real-time compensation benchmarking
Get a real-time pulse of offer letters, equity grants, and merit cycle decisions to guide your compensation decisions.
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An API-Driven Compensation Platform
No More Spreadsheets
Real-Time Industry Data
Intuitive Dashboards
Data Anonymity
Real-time integrations with ATS, HR, and cap table software
Pave makes complex compensation analysis, planning, and communication simple and painless.Read Case Study
Since adopting Pave, we now have frictionless access to data that our team leverages to make better compensation decisions.Read Case Study
Understanding compensation in a VC backed company can be challenging. Pave makes it easy with a great UI and self-serve analytics.Read Case Study
Frequently Asked Questions
When do I get the data?
There are two phases to the Pave compensation benchmarking project:
- Data Collection - Each company must complete the following steps before 1/31 to participate in the project:
- Set up integrations. For most customers, this generally takes ~5 minutes.
- Leveling classification. Pave takes this work off your plate and uses its models to take a first pass at classifying your employees into the Pave job leveling framework. We then ask for your optional validation of the assumed level classifications made by Pave’s team. - Data Analysis - After 1/31, Pave will begin compiling the benchmarking data. This may take some time, but it’s important that we nail everything from leveling to percentiles so you can get the best experience. We’ll give regular updates as we work hard on the data throughout Q1.
How will companies be able to break down the data?
We allow companies to filter/group the data on multiple dimensions including:
- Location
- Industry
- Job family
- Job level
- Capital raised
How many companies are participating in Pave’s compensation benchmarking project?
Pave is partnering with many tier-one VC firms to invite over 2,000 portfolio companies to run a best-in-class, real-time compensation benchmarking project. The more companies that participate, the more valuable the data will be.
If the real-time data portal is free, how does Pave make money?
Data is just one part of establishing competitive and fair compensation practices. Pave’s premium suite of compensation tools enables you to run efficient merit cycles, establish compensation bands for recruiters and managers, and communicate your total compensation philosophy to candidates and employees. If interested in any of these tools, you can request a demo through https://pave.com.
How long will access to the data be free? What will it cost after the free period?
All companies that complete their setup before 1/31 will receive free, lifelong access to Pave's real-time market data for as long as they keep their systems integrated.
Which systems does Pave integrate with?
HRIS/Payroll
- ADP
- BambooHR
- CharlieHR
- Collage
- Deel
- Gusto
- Hibob
- Justworks
- Namely
- NetSuite HCM
- Paylocity
- Rippling
- Sapling
- TriNet
- Ultipro
- Workday
- Zenefits
Cap Table
- Carta
- Shareworks
- Pulley
- eTrade
Do I have to integrate both HRIS/Payroll as well as Cap Table systems?
Total compensation consists of both cash and equity, and to leave one out would tell an incomplete story. Pave operates with a give-to-get model. In order to gain free access to the real-time portal of compensation benchmarking data, you are required to integrate two systems with Pave:
- HRIS or Payroll (e.g. ADP, BambooHR, Workday)
- Cap Table (e.g. Carta)
What if I don’t currently have HRIS/Cap Table systems or would prefer not to integrate them with Pave?
Similar to other compensation benchmarking surveys, Pave operates on a give-to-get model. The key difference with Pave, is that data is shared via real-time HR integrations rather than an annual process of manual data entry. In order to ensure 100% real-time data, Pave requires that participating companies opt-in to the anonymized data network by integrating their HRIS and/or Cap Table systems.
How accurate/specific is the dataset?
Pave developed its universal job classification system with The People Design House, a team of established people operations leaders responsible for managing people operations and compensation for companies like Coinbase and Opendoor. This ensures that you’re benchmarking against the right data despite differences in how companies title their employees.
How does Pave ensure that my data is secure?
Pave has passed rigorous security reviews from 100% of its customers. To ensure that slices of the benchmarking data cannot be attributed to a single employee or company, the market data report is 100% de-identified and aggregated.
Here is a comprehensive packet containing all of Pave’s security and data privacy policies including information related to GDPR, CCPA, SOC 2 Type 2. We also have the benign results of a penetration test that we can share with customers upon request.
How does Pave’s job level and classification process work?
Here is a guide that you can read to learn more about Pave’s job leveling framework and how the classification process works.
How do companies get access to Pave’s real-time benchmarking data?
Participating companies who share their HR data via API access will unlock ongoing, free access to Pave’s anonymized, real-time benchmarking portal.
There are two types of data that Pave collects, anonymizes, and distributes:
- Real-time salary and variable cash data for current and past employees. This is usually found in an HRIS solution like BambooHR or a payroll solution like ADP.
- Equity data. This is usually found in a cap table solution like Carta but sometimes exists in HRIS solutions like BambooHR or Workday.
Pave operates under a give-to-get model. In order to unlock Pave’s real-time compensation benchmarking reports, a company must share information about its anonymized employees’ cash and equity compensation via HRIS and cap table integrations.
