Know where incumbents stand before comp planning
A continuously refreshed incumbent benchmark on a 90-day lag - so when the comp cycle opens, you're looking at where the market is, not where it was a year ago.
"Is our market data still current enough to inform sound merit adjustments?"
Why this comes up
Most teams pull Radford, Mercer, and the rest, then accept the data is as current a s it can be. But incumbent benchmarking built on a six-month-old survey, then aged further into the cycle, i s a known limitation - the market moved and the data didn't. Compa Employees gives a continuously refreshed benchmark for incumbents.
Comp cycles built on lagged benchmarks create a predictable pattern: new hires come in at market, incumbents drift below it, and the gap compounds until attrition or a formal equity review forces a correction. By the time the data shows a gap, it's been there a while.
Employee benchmarking should be continuous, not annual. Compa Employees refreshes on a 90-day lag, s o when planning opens the benchmark reflects the last quarter, not last year - and planning could even run quarterly for certain geos, roles, or teams.
- Continuously refreshed benchmarks - a 90-day lag, not an annual survey release.
- Population-level views by role, level, and geo - not spot-checks.
- A blend of offer and employee data - the leading indicator and the baseline together.
- The offer-to-incumbent ratio by role and geo, signalling a heating or cooling market.
- Compa-ratio analysis grounded in current data, before the cycle opens.
- Building a blended model from scratch each cycle.
- Manually calculating compa-ratios against a midpoint that may no longer reflect the market.
- Spot-checking high-visibility roles while the rest of the population goes unreviewed.
- Starting the cycle without knowing whether the program has drifted since last year.
Employees Data