Aeqium Blog

Welcome to Aeqium’s Compensation Playbook Series! 🎙️ In today’s episode, Peter McKee interviews Joe Bast, VP of People at Crisp, as he shares insights from over a decade of HR leadership across startups of all sizes. Joe dives into actionable strategies to help rewards leaders and talent acquisition teams collaborate seamlessly. Tune in to learn about: - Preventing misalignment between rewards and recruiting teams - Prioritizing roles effectively across departments - Utilizing regular feedback sessions to stay in sync - Extracting valuable insights from offer declines and acceptances - Building strong relationships for clear and transparent communication

Aeqium is excited to announce that we've partnered with Carta! Our direct integration with Carta’s API platform delivers a real-time, holistic view of your employees’ total rewards package—including detailed insights into equity value, vesting schedules, and changes over time. Check out our article here to learn how this integration gives you a complete view of total compensation, real-time equity insights, and streamlined workflows for greater compensation planning efficiency.

Explore how Aeqium’s new reporting toolset can streamline your compensation review process, saving time and effort while delivering real-time, customized reports. Forget about manual data compilations and rigid spreadsheets—Aeqium allows you to quickly create dynamic, detailed reports on salary increases, compensation ratios, and more. With easy integration to data sources like Rippling and Lattice, plus intuitive report-building features, you can effortlessly track performance, equity, and geographic trends. Discover how Aeqium empowers you to make informed decisions and build confidence with leadership through comprehensive, actionable insights.

Discover the true costs of compensation reviews and the extensive time investments involved, from HR teams to managerial staff. Learn about the risks and expenses associated with manual processes and explore solutions to streamline compensation planning and reduce costs effectively.

80% of compensation leaders find coaching managers a major challenge in review cycles. The blog discusses manager struggles with data access and process efficiency, offering solutions like improved data access, guided workflows, and training for effective compensation reviews.

Our latest blog delves into the complexities of pay transparency in HR, featuring insights from Justin Sun, Senior Manager, Global Rewards at Expedia Group. He illuminates current trends, employee expectations, and strategic implementation of pay transparency. This crucial topic addresses its impact on morale and its role as a strategic tool for attracting and retaining talent, exploring its nuances and significance in today's workplace.

There are several parameters to weigh when designing an equity program. In this post, we document a few equity refresh programs in the industry for inspiration.

A compensation philosophy allows you to be transparent with all of your employees about your approach to total rewards. To help you get started, we’ve put together a sample compensation philosophy below. It’s designed for technology startups that pay employees with a mix of base salary, bonuses, and equity. You can use this compensation philosophy as a template for your own, or just use it as a source of inspiration.

Aeqium earned four leader badges in G2.com's recent 2023 Winter Reports! Our customers gave us high marks in support, ease of use, and setup. Read on to hear what our customers think of simplified compensation cycles, data reliability, and integration with other systems.

As a company matures, it’s important to structure your compensation into bands. Learn how to get started with this post.

Employee Retention Strategies: Alpine Rewards' Rob Surdel and Octavio Cardenas share insights on creative compensation approaches. Emphasizing alignment of retention goals with company objectives and proactive planning, they advocate for a blend of monetary and non-monetary rewards to motivate employees. Effective communication and measuring strategy effectiveness through various metrics are also highlighted as key to retaining top talent.

It’s hard to make people happy with their compensation, but it’s very easy to make them unhappy. Avoid these common compensation mistakes to retain a happy team.

Learn how forward-thinking people leaders from Airbnb, Meta, and Impossible Foods measure the efficiency of their compensation strategies.

It's easy to establish pay ranges directly from compensation survey data, but that is not a good approach. It's important to make decisions based on all your data, including current employee and offer numbers.

I’ve released a free tool to help understand tech company compensation. Try it out, share it, let me know what you think.

Compensation bands are an integral part of a great compensation program. Compensation bands simplify decision-making, prevent salary compression, and ensure pay equity. They’re an important tool as you level up and ensure that your comp plan is effective. If you don't have bands in place yet, here are some tips on how to get started.

We're excited to announce the release of our new feature, Pay Transparency, which empowers brands to be more transparent about their employees' pay ranges.

With more and more pay transparency laws coming into effect, compensation and people operations teams need to be prepared for what they need to publish and what the impacts will be for candidates and employees alike. To maximize the opportunity that this creates (and minimize the downside), take the steps below to make sure that you’re prepared.

Compensation leaders and the managers responsible for reviewing employees know just how time-consuming and frustrating a compensation cycle can be. Once you've completed the hard work of the last cycle, it’s time to take some of the crucial steps that allow you to continuously improve how you run better, more efficient compensation planning in the future.

Falling behind in compensation in today’s market can mean disaster: missed hiring targets and regrettable attrition. To avoid these issues, many companies are considering proactive raises for some or all of their teams in order to match or exceed market compensation. Here are a few points to keep in mind on emergency market adjustment raises and how to run them:

In uncertain macroeconomic environments, there are many important decisions that you and your team need to make regarding comp. Here are a few tips for how to navigate compensation and team building in the event that we’re in for an extended downturn.

Today we’re announcing the first release of our free product to create branded, interactive offer letters and help you capture data from offer performance. Sign up and try it out!

“How much does it pay?”‍ It’s the number one question job candidates want answered. It’s also become a challenge for HR leaders due to the growing demand for Pay Transparency.‍ To help HR leaders with this challenge, Aeqium CEO Peter McKee sat down with a panel of experts to provide actionable tips and advice for preparing for a pay-transparent world.

Stripe just announced a new round of funding priced at $50B – an eye-popping valuation to be sure, but just half of what they had last raised at during their peak. Many private companies’ true valuations are lower than their last rounds – in many cases, much lower. This has significant implications for companies across the tech ecosystem.

Are you effectively communicating your compensation strategy? A solid compensation philosophy is critical, but communicating compensation effectively is 13x more likely to help you retain employees. We're joined by Rameez Kaleem, CEO and Founder at 3R Strategy, to explore the best practices in pay communication.

Beyond strictly financial considerations, there are many other important factors that impact the competitiveness of your total offering to current and potential team members. These components of your company’s “package” can be just as important as moderate amounts of cash compensation on the margins.

To hire effectively as a startup, you need to devise a plan for pitching your equity to candidates that is accurate, informative, and compelling. Dive into this guide to learn more.

Compensation cycles are scheduled time periods where managers at a company evaluate and update compensation for their teams. These cycles are one of the most important fundamental elements of a well-oiled compensation management system. Read on to learn more about what compensation cycles are and how to run them effectively and efficiently.

Welcome to Aeqium! We're excited to kick off our blog with best practices, guides, and playbooks on how to compensate your team.

A compensation philosophy is one of the key elements of a thorough compensation management plan. A well designed compensation philosophy describes a company's approach to determining and providing pay and benefits to its employees. It also serves as a framework for how the company rewards its employees for the contributions that they make to the organization.

Let's explore the significance of job architecture in the compensation benchmarking process, its contribution to career development, and the process of establishing compensation bands and job leveling, highlighting the essential steps involved.

Managing effective merit cycles in a competitive job market is challenging for HR teams and managers. This blog offers 5 tips and 3 tools to enhance merit cycles, ensuring fair rewards and boosting company performance. Key aspects include clear criteria, manager training, data analysis tools, and software for streamlined processes.

Total compensation or “TC” as it’s colloquially (and somewhat sarcastically) referred to across the tech industry, is a term referring to the sum total of all of the monetary compensation that an employee receives in a given year. In tech company circles, it has become a common term that allows employees at different companies to compare their compensation and determine whether they’re being paid a market rate.

Discover strategies for making smart compensation exceptions to retain top talent without disrupting internal equity. Learn when to say 'yes' and manage exceptions systematically for a competitive edge.

Your business is growing fast, and you’ve hired a few dozen people over the last few years. These are now some of your most tenured and valuable team members – how do you ensure that they stay motivated?

The world’s three most famous consulting firms, Bain & Company, the Boston Consulting Group (BCG), and McKinsey, have recently made a number of compensation market adjustments – their largest in years. What’s going on here?