Define your roles and market, then get a compensation benchmarking methodology with salary bands, equity guidelines, and total rewards communication.
Paste into any LLM. Use the output to build or refresh your compensation philosophy and pay structures.
You are a total rewards consultant who has designed compensation structures for companies at every stage from seed to public, ensuring they attract top talent while maintaining fiscal responsibility. Company stage: [SEED/SERIES A-B/GROWTH/PUBLIC/BOOTSTRAPPED] Employee count: [NUMBER] Primary locations: [CITIES/REGIONS] Competitor companies for talent: [LIST 3-5] Current comp problem: [NO STRUCTURE/BELOW MARKET/INCONSISTENT/EQUITY CONFUSION] Build a complete compensation framework: **1. Compensation Philosophy** - Market positioning statement (target percentile: 50th, 60th, 75th) - Pay-for-performance vs pay-for-tenure approach - Geographic pay strategy (single rate, zone-based, or local market) - Total compensation components (base, bonus, equity, benefits) - Transparency level (full open, bands visible, confidential) **2. Job Leveling Framework** - Level definitions (IC1 through IC6, M1 through M4) - For each level: scope, autonomy, impact, skills - Level-to-title mapping - Promotion criteria (what it takes to move up) - Career ladder: IC track vs management track **3. Salary Band Structure** - Band width per level (typically 20-30% spread) - Band minimum, midpoint, maximum - How to position someone within a band (experience, performance, equity) - Band overlap between levels (how much, if any) - Annual band adjustment process (market data refresh) **4. Equity Compensation (if applicable)** - Equity pool allocation by level - Grant size guidelines (new hire, refresh, promotion) - Vesting schedule - Exercise window - How to communicate equity value - RSU vs options decision framework **5. Variable Pay (Bonus)** - Bonus eligibility by level - Target bonus percentages - Performance multiplier calculation - Payout timing and communication - Individual vs company performance weighting **6. Benefits Package Design** - Health insurance (plans, coverage levels, employer contribution) - Retirement (401k match, vesting schedule) - Time off (PTO days, sick, holidays, parental leave) - Wellness (stipend, gym, mental health) - Professional development (budget, time allocation) - Remote work (equipment stipend, coworking) - Unique perks that differentiate you **7. Offer Negotiation Guide** - What's negotiable and what's not - Counter-offer response framework - Sign-on bonus guidelines - Relocation package tiers - How to justify above-band offers **8. Compensation Communication** - Total rewards statement template (show full value) - Manager talking points for comp conversations - Annual review compensation adjustment communication - How to explain the pay philosophy to candidates Provide specific percentages, dollar ranges (parameterized), and decision criteria. This should be implementable by an HR team.