Use Case
Build a complete, defensible offer package before the candidate walks
A competing offer lands at 4pm. Your recruiter opens three browser tabs, fires off a Slack to comp, and starts manually cross-referencing recent offers. By the time a number surfaces, it's the next morning and the candidate has already signed elsewhere.
TA knows the clock is ticking and wonders:
"Can I get a defensible offer number in the next hour, or do I have to wait for comp to get back to me?"
Partner Agent empowers TA to self-serve by entering structured inputs: job code, location, candidate expectations, and the competing offer details, then returns a complete offer package anchored to your internal peer medians, new hire equity targets, and annual pay ranges, with privacy flags and approval triggers built in. No waiting. No guessing. No Slack thread.
Comp Workflow
Candidate Offer Creation
Compa Agent
Analyst
Use case
Partner Agent Offer Creation Playbook
Business problem
When recruiters can't access a defensible offer number quickly, they either lowball to stay safe or escalate every offer to a comp analyst who is already at capacity. Both outcomes slow down hiring. Worse, when a competing offer goes unanswered for 24 hours, you can lose the candidate and the role reopens starting the entire recruiting process over again frustrating leadership.
Compa sample prompt
Build a complete offer package for a Software Engineering P4 in New York, USA. The candidate expects a base salary of $200,000 and annual bonus of $20,000. They have a competing offer of $210,000 base with a $180,000 new hire grant vesting over 4 years at 25/25/25/25. Include the internal peer range, a competing offer comparison, and flag any components that require approval.
Prompt variations
What you get
- Offer proposal summary: a single-number recommendation for base salary, new hire equity, and annual pay, anchored to internal peer medians for the job code and location
- Internal peer range table: P25/P50/P75 breakdown of annual cash and equity for your internal population, with n-count-based privacy flags where data is suppressed
- Competing offer comparison: side-by-side view of the candidate's current expectations, the competing offer, and your proposed package, normalized to an apples-to-apples annual pay figure
- Exception and approval flag: a clear notice when any component (e.g., a sign-on bonus above 10%) triggers a required approval, with guidance on who signs off and what the Workday workflow looks like
- Methodology summary: a plain-language explanation of how each number was derived, so you can walk a hiring manager through the logic without a comp analyst in the room
What this replaces
- Slack messages to comp asking for a benchmark on a specific job code and location
- Manual survey exports downloaded from a vendor portal and filtered in Excel
- Pivot tables comparing internal employee pay to external market data
- Spreadsheet models used to estimate new hire equity from performance grant values
- Back-and-forth email threads trying to determine whether a sign-on bonus needs VP-level approval
Time saved
3–4 hours of back and forth → 10 minutes
Lead every pay decision without being in the room
You set the strategy, Compa’s Agents turn it into action.
