Ask the comp question.Get the answer on your data.

Comp team, HR leader, Finance

8

Leadership is opening an office in a new city. You need ranges for your most common jobs before recruiting starts posting roles.

We're opening an office in Toronto. For our 12 most common jobs, show the market differential against our San Francisco ranges and draft Toronto ranges in CAD.

HR leader, Comp team

7

The comp committee meets next week. They want to know where you stand against market, where the gaps are, and what you plan to do about them.

Summarize where we stand against the market by department and level for our comp committee. Highlight the three biggest gaps, what's driving them, and what we recommend. Keep it to one page.

Comp team, Finance

6

Initial grants are running out for your longest-tenured people. Their pay drops when vesting ends, and that's when they start taking recruiter calls.

Which employees have less than 25 percent of their unvested equity value left over the next 12 months? Compare their ongoing equity to market refresh benchmarks and estimate the cost of bringing them to the 50th percentile.

Recruiting, Comp team

5

A candidate has a competing offer. Recruiting wants to match. You need to know where the offer lands against market and against the people already in the role.

Our draft offer for a Senior Account Executive in New York is $140k base and $280k OTE. The candidate has a competing offer at $150k base. Where does our offer land against the market and our current team? What should we do?

Comp team, HRBP, People leader

4

Your best people get recruited first. You want to find high performers below market before a competing offer does.

List employees rated "exceeds" or higher whose base is below the 40th percentile of market. Rank them by the cost to bring them to the 50th, and group by manager.

Comp team, HR leader, Finance

3

Before the cycle, finance asks what budget you need. You need to show how far each team is from market and what different budgets get you.

Model merit budgets of 3, 3.5 and 4 percent. For each, show the total cost and how many employees end up below the 25th percentile of market, by department. Recommend one.

Comp team, Recruiting

2

The business wants to open a role that isn't in your job architecture yet. The title is fuzzy, the hiring manager wants a number, and you need one you can defend.

We're opening a Staff Machine Learning Engineer role in Austin and remote US. Find the closest market matches, recommend a level in our architecture, and give me base, bonus and equity ranges at our target percentile.

Comp team, HRBP

1

An employee says they're paid below market. You need to check their pay against the market, their band and their peers, then give their manager something to say.

[Employee name] says they're paid below market. Compare their base and total cash to the market for their job, level and location, and to peers in the same role. Tell me whether the concern holds up, and draft talking points for their manager.