High-growth companies face unique challenges when they tackle compensation benchmarking, a foundational step in compensation program design.
Many startup leaders don’t realize they’re using the wrong compensation benchmarking until it’s too late. Even if you think you have salary benchmarking down, but you’re having problems with recruiting, retention, or excessive burn or dilution, it’s worth revisiting your process.
When done right, salary benchmarking can help pre-IPO companies address critical – and often competing – priorities for growth, finance, and people.
In this guide, you’ll learn:
- Common salary benchmarking mistakes to avoid
- The risks and consequences of compensation benchmarking against the wrong data
- The benefits of getting salary benchmarking right
- 3 steps for successful compensation benchmarking