Compensation Management software
Pay bands, merit cycles, equity refreshes — without spreadsheets.
A compensation management module covering pay band design, merit cycle administration, equity grant tracking, and pay equity analysis. Built around the principle that compensation should be defensible, not just competitive.
What's on this page
- The opinion behind it — what this module does and why it's built this particular way.
- Key capabilities — a tactile list of the actual features in the module.
- Who it's for — company stage, team size, and the kind of HR operator this fits.
- Documents that pair with it — $49 templates available right now that work with this module.
- Connected modules — how this fits in the wider system.
- Frequently asked questions — the things prospects most often ask before deciding.
What this module actually does.
Compensation is the single largest line item in most operating budgets and the single most contested aspect of an employee's relationship with the company. Most companies run their compensation strategy in a sprawling spreadsheet that one person controls and three people understand.
Our compensation module formalises three things: the pay band structure (what does each role and level pay), the cyclical process (annual merit, off-cycle promotions, equity refreshes), and the equity story (who has what, vesting in what window, worth what at the current valuation).
Built into the module is a pay equity check that runs continuously, not just annually — surfacing pay differences within bands by gender, race, and tenure, with statistical significance testing. If a $5,000 gap shows up between two engineers at the same level, the module flags it before it becomes a Department of Labor complaint.
What you can actually do with it.
- 01Pay band design with internal equity benchmarks
- 02External compensation market data overlay
- 03Annual merit cycle workflow with manager budget enforcement
- 04Off-cycle promotion and equity refresh workflows
- 05Equity grant tracking with vesting schedules and current valuation
- 06Pay equity analysis with statistical significance testing
- 07Compensation statement generation for employees
- 08Audit trail of every compensation decision and approval
- 09Integration with performance management for merit-pay decisions
- 10Multi-currency support for international workforces
The right fit, honestly.
Companies past Series B / 100 employees where compensation can no longer be set "by feel." Total Rewards leaders. CFOs who want defensible compensation governance. Companies operating in pay-transparency states (California, Colorado, New York, Washington) and equivalent jurisdictions.
The compensation management templates, ready now.
Many of the documents that power this module are available individually right now. Buy what you need today; the system arrives when you're ready for it.
Where this fits in the wider system.
What you might be wondering.
Does the module include equity administration?
Tracking yes; administration no. The module tracks grants, vesting, and valuations for context. The actual cap table and grant administration belongs in Carta, Pulley, or your stock plan administrator.
How do you handle pay equity in jurisdictions with mandatory reporting?
The pay equity analysis is built to produce the reports required in EU pay transparency directive jurisdictions, UK gender pay gap reporting, and US state pay-data reporting requirements.
Can we model different merit budget scenarios?
Yes — the merit cycle workflow includes a scenario planner: "What if we allocate 3% vs 4%? What if we weight high-performers 1.5x?"
Buy a compensation management template today.
The documents that power this module are available individually now. The full module ships when it's genuinely useful — not before.