Use cases
Retention
Find top performers paid below market
A ranked list of who to fix first and what it costs.
The prompt
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.
Then try
- Which of these people were also passed over for a raise last cycle?
- Draft a note to each manager with their list.
What you get back
.
Pave Agent
Sample output with illustrative data
14 employees fit. Bringing all 14 to the 50th percentile costs $312,000. Six of them report to two managers in Product Engineering.
Employee | Role | Market position | Cost to P50
E-1042 | Senior Product Designer | 34th | $14,200
E-2210 | Staff Software Engineer | 36th | $22,800
E-0877 | Senior Data Scientist | 39th | $9,600
Sources
Performance, HRIS, Team View, Market Pricing
The problem
Your best people get recruited first. You want to find high performers below market before a competing offer does.
The old way
- Join a performance export with a pay export
- Benchmark each role one by one
- Send managers a spreadsheet they won't open
Why it works in Pave
Performance meets pay
Ratings and market position are joined for you, across the whole company.
Ready to act on
Ranked by cost and grouped by manager, so the next step is obvious.
Manager-ready views
Each list can go straight into Team View for the manager to see.
Data it uses
Your data
- Performance ratings
Latest cycle - Current pay and job
From your HRIS - Manager hierarchy
Who reports to whom
Pave intelligence
- Market Pricing
Priced jobs across your org - Market Data benchmarks
Percentile position per employee
What you need
Market Pricing, Team View
See it on your data
We'll run this prompt in your Pave instance before we ever meet.
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