hr-comp-analysis

Salary benchmarking compares compensation ranges across market percentiles to assess whether an offer is below, at, or above market for a specific role and location. You provide a cargo-and-level prompt or upload a dataset to generate market percentiles and band positioning.

Yes, CLT vs PJ modeling estimates equivalent PJ ranges and total compensation impact, including typical assumptions and cost views. This helps you evaluate the financial differences between hiring a consolidated employee and an independent contractor.

Equity planning simulates grants like options, phantom shares, or participation with cliff and vesting structures. It estimates potential value at exit scenarios and calculates equity cost and reward parameters based on your stated assumptions.

You need a remuneration dataset input, such as a CSV containing salary data with location and seniority context. The tool flags mismatches between current compensation and expected bands to identify retention risk and outliers.

Yes, the tool supports uploaded compensation datasets like CSV files with location and seniority context. It processes this data to produce market percentiles, band positioning, and equity parameters while stating data limitations and assumptions.

You should review the stated assumptions and data limitations provided with the output. Automated calculations serve as a guide for offer evaluation and retention planning, but require human judgment when market data is scarce or outdated.