Resources

When you’re building a business and creating a workforce that will fuel your growth, you need a comprehensive plan for compensating employees. Compensation is critical to your growth, affecting your ability to attract and retain the talent you need.

Download The High-Growth Guide to Compensation Benchmarking to learn how to benchmark employee compensation against the market and stay competitive.

Deciding when and if to bring employees back to the office could not be a higher stakes decision for people leaders and executive management right now.

Nothing is more crucial to a healthy employment relationship than how a company compensates its employees… and few things are more confusing and stressful for growing companies to manage.

Budgeting for new hires doesn’t have to be tough. Enjoy on-demand "Cookies & Compensation: Budgeting for 2022 Hires” for a fireside chat with compensation experts Julia Dow & Leanne Langer.

What’s the best way for high-growth companies to pay distributed teams? In this on-demand webinar, we will dive into what you need to know about the most important remote work trends, as well as how to adjust your team’s compensation.

In this guide, you'll learn why geographic pay differentials are essential for a fast-growing company's success in today's market, as well as trends and implementation strategies for location-based compensation.

Most CEOs highly prioritize hiring and keeping fantastic talent, along with fostering diverse and fair workplaces. However, many don't understand the central connection between compensation planning and these objectives — even though compensation is one of the largest areas of corporate spending.

Cultivating diversity and pay equity is the way forward for the world’s fastest-growing companies. Businesses who successfully offer workplace trust and transparency are more likely to capture new markets, outperform competitors, and have higher revenue.

Explore how the world’s fastest-growing companies use pay ranges to build and keep their rockstar teams.

Executives shape company growth, strategy, and culture. So what must high-growth leaders know about executive compensation in today’s fast-changing market?

Manage cash and optimize runway while building a culture of trust and transparency.

Even though inclusive companies earn higher revenue and faster growth, women still make $0.82 to every $1 earned by men - a ratio that hasn’t budged in 15 years. To get to the bottom of this persisting issue, we asked 500 CEOs, CFOs, and Heads of HR at high growth companies of less than 500 employees for their thoughts on pay equity.

We know inclusive employers earn higher revenue and grow faster. We know they enjoy 87% less attrition, are 70% more likely to win new markets, and create 2.3x more cash flow per employee. So why do women still make $0.82 to every $1 earned by men, a ratio that hasn’t budged in 15 years?

CEOs need to be in the driver's seat of pay equity. Inclusive employers earn higher revenue, grow faster and enjoy less attrition. So why do women still make $0.82 to every $1 earned by men? To answer this question we asked 500 CEOs, CFOs, and HR executives at high-growth companies under 500 employees for their challenges and triumphs in achieving pay equity.

he United States has not made meaningful progress towards closing the gender pay gap in the past 15 years. This gap persists despite educational attainment and professional advancement, and impacts women of color the hardest. Join the conversation at our next webinar March 17th.

Executives have a direct influence on how fast and well a company grows. And compensation is key to attracting and keeping top leaders who can pilot your company to success. Without an executive pay strategy that spans the current and future stages of your startup, you could end up in a costly game of catch-up. Don’t wait to get exec comp right.

Early-stage business leaders need accurate compensation benchmarks to win and retain top talent while maintaining a strong runway. In this conversation with a CEO, CPO, and CFO, discover the consequences of getting benchmarking wrong and seasoned advice for how to get it right.

High-growth companies face unique challenges when they tackle benchmarking, a foundational step in compensation program design. Many startup leaders don’t realize they’re using the wrong comp benchmarks until it’s too late. Even if you think you have benchmarking down, but you’re having problems with recruiting, retention, or excessive burn or dilution, it’s worth revisiting your process. When done right, benchmarking can help pre-IPO companies address critical – and often competing – priorities for growth, finance, and people.

Salary negotiations as we’ve come to know — and hate — them are typically draining, stressful, and susceptible to unintentional bias. That’s why when we launched OpenComp, we said no to the numbers ping-pong that leaves candidates feeling undervalued and puts employers at risk of losing, underpaying, or overpaying candidates. Instead, we took a bet on frictionless negotiation that’s rooted in data. The result: OpenComp’s offer acceptance rate is 83% versus an industry average of 65%. Want to learn how we did it?

Traditional negotiation practices around compensation perpetuate pay gaps, fuel the Great Resignation, and expose employers to the expensive financial and cultural consequences of mass attrition. But industry leaders who have abandoned traditional negotiation tactics are reporting early signals of the Great RETENTION.

Whether you have ten employees, 50, or more, it’s essential to ensure you have access to reliable compensation data that helps you attract and retain the best talent. However, given the complexity of compensation data analysis, it can be difficult to tell if you’re getting your data from the best source and if the data is the right match for the roles in your organization.