Services
Three strands, one goal: pay your people fairly, reward the results that matter and give managers the skills to lead. Every engagement is a fixed fee or a flat monthly plan, quoted after a short call.
Strand 1
Pay
Pay Governance plans
Ongoing compensation support on a flat monthly fee, in three depths:
- Monitor: quarterly range refresh against market data you license, posting-range checks, a pay-request log and alerts when rules change where you hire. A few hours of advisory each month.
- Essential: offer and exception advice within one business day, range upkeep, merit and bonus cycle design and checks, and a quarterly governance review.
- Plus: everything in Essential, plus multi-state and multi-country range governance, the annual pay analysis coordinated with your counsel, board reporting and one manager training module each quarter.
Pay Transparency Readiness Assessment
Four to six weeks. We review your job levels, salary ranges, posting practices, pay data and how you handle pay questions against the rules that apply where you hire. You get a prioritized 12-month roadmap with an owner and effort for each step. The fee is credited to a Governance plan if you start one within 60 days.
Pay Ranges and Levels in 30 Days
For companies that are guessing at salaries. A level framework, job families, salary ranges built on market data you license, every employee placed, the cost to fix gaps, a one-page pay policy and a rollout deck for your CEO.
Merit and Bonus Cycle
We run your annual cycle end to end: budget and guidelines, manager files, checks for errors and outliers, approvals and manager communication. On time, without the spreadsheet scramble.
Strand 2
Performance
Sales plans are often the most expensive pay program a company runs and the one reviewed least. We check whether yours pays for the right results, then fix what doesn't.
Sales Plan Assessment
Three to four weeks. We review plan design against your sales strategy: pay mix and upside, quota setting and attainment spread, accelerators, caps and crediting rules, cost of sales, plan documents, and the dispute and clawback process. You get a scorecard by role and the top five fixes, ranked by impact.
Sales Plan Redesign
Six to ten weeks. Role-by-role plan design, quota method, cost and payout modeling under different scenarios, plain-language plan documents, rollout materials and a manager briefing, plus a 90-day check after launch. The Assessment fee is credited if you start a Redesign within 60 days.
Commission agreements have legal requirements in some states (for example, California requires written commission contracts). We prepare plan documents for review by your counsel.
Strand 3
People
Good pay design only works when managers can lead. Our live, virtual programs give managers practical skills they use the next day.
Pay and Performance Conversations
A live half-day workshop before your merit or bonus cycle. Managers practice explaining increases, ranges and bonus outcomes and handling tough questions. Includes a one-page guide and talking points. Up to 25 managers.
Leading High-Performance Teams
Four live 90-minute sessions for up to 20 managers: setting clear goals, feedback and coaching that changes behavior, telling strong performance from the rest and rewarding it fairly, and pay, recognition and career conversations. Includes a manager toolkit.
All training respects employees' legal right to discuss their pay.
Also available
- Job architecture build: levels, job families, career paths and promotion criteria for companies of 150 or more employees.
We don't provide legal advice, tax opinions or valuations. Where those are needed, we work alongside your attorneys and other advisors.
Get a quote
Tell us what you need. We reply within one business day and quote a fixed fee after a 30-minute call.