Compensation advisory for growing US companies
Fair pay. Rewarded performance. Stronger teams.
We help growing companies pay fairly, reward real performance and build teams that win together.
The score takes about 6 minutes and shows where your pay setup stands against today's pay transparency rules.
Pay, performance and people, woven to hold.
Most pay problems aren't only pay problems. A fair structure fails if the incentive plan rewards the wrong results, and both fail if managers can't explain them. We work on all three strands together.
Pay
Job levels, salary ranges, merit and bonus cycles, and pay transparency, built once and kept current every month.
Pay servicesPerformance
Sales and incentive plans that pay for the results you want, with fair quotas, clear rules and costs you can predict.
Performance servicesPeople
Managers who can set goals, coach, reward strong performance fairly and explain pay with confidence.
People servicesPay transparency is now the law in much of the US.
More than a dozen states and Washington, DC require employers to share pay ranges in job postings or with candidates, and more states keep joining. Employees talk about pay openly, and candidates compare offers before they apply.
Companies with staff in Europe face a second set of rules: the EU Pay Transparency Directive.
General information, not legal advice. Rules change often; we confirm the ones that apply to you with your counsel.
- 15+ states and DC
Require pay ranges in postings or on request (for example California, Colorado, Illinois, New York, Washington, New Jersey and Massachusetts) - 2027
California and Colorado add pay-data reporting; Delaware's posting law takes effect September 26, 2027 - June 7, 2027
First EU pay-gap reports due for employers with 250+ employees in an EU country
How we work
We count the cost before we build. Every engagement starts with a clear diagnosis and a fixed scope.
Assess
A short, fixed-fee review of your pay, plans and process, with the top fixes ranked by impact.
Design
Levels, ranges, incentive plans and policies, built on market data you license and your strategy.
Equip
Managers trained to explain pay and lead performance conversations.
Keep it current
A monthly plan keeps ranges, cycles and rules up to date, so the work doesn't decay.
Senior judgment, without a big-firm price.
Large consulting firms are priced for the Fortune 500. Software gives you data but not decisions. We give growing companies, usually 50 to 5,000 employees and often without a dedicated compensation team, senior compensation judgment on a fixed fee or a flat monthly plan.
We work with the tools you already have, from Workday to spreadsheets. We don't sell software and we don't take referral fees from vendors.
Not sure where to start?
Take the free readiness score, or send us a note. We reply within one business day.