Pave

?? Save the date: Total Rewards Live is back, and it’s bigger and better than before! Join us in San Francisco this September 9-10 for a day and a half of cutting-edge insights, trends, and best practices shaping the future of compensation. Don’t miss out—join the waitlist now to be the first to get updates on TRL 2025: https://lnkd.in/gVZCXMGX #Pave #Compensation #TotalRewards #TRL2025

We all know gender can affect promotions, attrition, and pay—but by how much? In honor of Equal Pay Day, we dug into Pave’s real-time dataset to find out. Our data science team analyzed nearly 700K employee records at private and public companies where self-reported gender information is available. ? Dive into our findings on the blog: https://lnkd.in/djQKjxr9 #Pave #Compensation #EqualPayDay

Questions you probably get every merit cycle: - Which managers have completed their worksheets? - Which teams are over or under budget? - Did we hit our deadlines, or lose resources to a bad process? - Where exactly did our dollars go? You're probably used to chasing down these answers, either in Slack channels with teammates, or in spreadsheets as you manually analyze results. So, here's a better way: Pave's Compensating Planning tool now has built in Cycle Insights, real-time analyses and visualizations at every stage of the cycle. From budget, to progress, to outcomes. We’re hosting a live demo on?March 27, 2025 at 10:30 am PT / 1:30 pm ET to see Cycle Insights in action. Get pro tips on using our new dashboards, and ask questions live. Register below ??

Is your org chart top heavy or bottom heavy? Compare your level distribution to fresh benchmarks from Pave’s dataset Yesterday, we discussed span of control (number of direct reports) benchmarks. Today, let’s look at level distribution benchmarks across Pave’s dataset–both across all customer segments and then broken down by company size. _____________ ?????????? ???????????????? ???? ???? ?????? ???????????????? ???? ???????? ?????????????? ???????? ??????????????’?? ?????????? ???????????????????????? ???? ?????? ????????????????????: 1?? ???????? ???????????????????? ???? ???????? ?????????????????? ?????? ????????????????-????-??????????? If greater than ~8%, you might be considered top heavy though it varies by stage. Earlier stage companies tend to have a higher percentage of employees who are director-or-above. 2?? ???????? ???????????????????? ???? ???????? ?????????????????? ?????? ????????????????/??????????????????/??????? If greater than ~20%, you also might be considered top heavy and perhaps your managers may be able to take on more direct reports. Though similar to the first Q, it varies by stage. Earlier stage companies tend to have a higher percentage of employees who are managers. 3?? ???????? ???????????????????? ???? ???????? ?????? ?????? ????????????-????-?????????? (????+)? If greater than ~27%, you might have a top heavy IC distribution. Perhaps that is by design? Or perhaps that is a sign of potential level and title inflation at your company. _____________ By the way, P1 => Entry P2 => Developing P3 => Career P4 => Senior P5 => Expert P6 => Principal M3 => Manager M4 => Senior Manager M5 => Director M6 => Senior Director E7 => Vice President E8 => Senior Vice President E9 => CXO #pave #workforceinsights #orgchart #benchmarks

Fresh data for average number of direct reports for managers and execs based on 135,000 analyzed managers and execs. In 2023, Mark Zuckerberg restructured Meta’s org chart towards the “flatter is faster” design. His thesis was to push for a leaner, more agile org structure that was intended to cut through bureaucratic red tape. One byproduct of “flatter is faster” is that the typical manager suddenly becomes “loaded” with a higher number of direct reports. So where does the market stand today? Let’s take a look at benchmarks from Pave’s dataset. ____________ ??????????????????: ? ?????? ???????????? ?????? ??????????????, ?????? ???????? “????????????” ???????????????? ?????????????????? ??????. ? ???? ???????????????? ???????????? ???????? ????????????, ???????? ?????????????????? ???????????? ???????? “????????????” ???????? ?? ???????????? ???????????? ???? ???????????? ??????????????. Ranging from an average of ~4-5 direct reports for M3s (managers) to 6-9 direct reports for E9s (CXOs). ? ???????????? ??-????-??-????-???? ???????????? ?????????????? ???? ?????? ?????? ?????? ???????????? ?????? ????????, especially at companies with 1,000 or more employees. And remember–these are the averages; many managers and execs in Pave’s dataset exceed the reports benchmarks. ____________ ?????????????????? ???????? ????????: ? ?????? ???????? ???????? ?????? ?????????? ?????????????????? ?????????????? ???? ?????? ????????????????????? I’d recommend comparing your company’s average number of direct reports by level to the appropriate row in the attached chart based on your total headcount to assess how “flat” or “fluffy” your org chart is. #pave #orgchart #benchmarks

Top 10 all time trending HR tech products on Stakkd? Let's go ?? 1) Humaans 2) peopleIX 3) HiBob 4) Cronofy 5) Carv 6) Pinpoint Applicant Tracking System 7) Deel EOR 8) Pave 9) Blinktime 10) Ashby Top 3 Categories ?? 1) HR Core 2) Sourcing 3) Compensation Interesting insights ?? → 197 products mention AI → Most searched for feature is AI (of course!) → >50% of products were founded in the last 6 years Check out all the best tech on Stakkd.tech PS. I'll be sharing more insights like these in my monthly newsletter - link in comments to sign up! ?? repost to help me get the word out to all HR and TA professionals ??

Tired of trying to answer questions around cycle budgets, deadlines, and outcomes without the simple visibility you need? With Cycle Insights in Pave’s Compensation Planning tool, you can finally get a clear, real-time view of cycle activity. Join us on Thursday, March 27 for a demo webinar to see Cycle Insights in action and learn how these features can help you take charge of your cycles like never before. Register now: https://lnkd.in/guAMA6pq #Pave #Compensation

How much do employees have to “earn” their refresh (ongoing) equity? Stock based compensation used to feel a little like free lunch. But amidst the recent years of increased emphasis on bringing down topline metrics such as equity burn and SBC as a % of revenue, companies have been forced to think a little harder about how to maximally leverage each share of equity being granted. There are numerous levers to keep equity burn in check–discounting grant sizes, innovative vesting structures, and equity eligibility to name a few. An undertone of many decisions regarding equity is how to align your equity program design with pay for performance interests so that you indeed maximize the leverage of each share. Today, let’s zone in a bit on refresh (ongoing) equity participation by performance rating. ___________ Our data science team took a look at the percentage of employees who receive a refresh (ongoing) equity grant broken down by performance rating across Pave’s dataset. The results: ? Below Expectations (no promo) ? 0% median ? Meets Expectations (no promo) ? 12.7% median ? Above Expectations (no promo) ? 39.1% median ? Promoted ? 95.2% median Are your “below” and “meets” expectations employees receiving refresh (ongoing) equity at a higher rate than the benchmarks? That is perhaps a sign of a “peanut butter” skew of your company’s equity program design. Of course, the actual grant sizes broken down by performance rating are of material importance as well. We will take a look at that soon. ___________ Methodology: Our data science team mapped all available performance ratings from various systems (3-rating, 4-rating, 5-rating, 9-box, etc) into three categories–below meets expectations, equivalent to meets expectations, and above meets expectations. Then, the results were broken down by job level. All 47,000+ incumbent data points in this analysis come from Pave customers who used the compensation planning tool for 2024 merit cycles. Also, as a caveat, Pave’s database skews heavily towards the tech sector which historically has higher equity eligibility across a higher proportion of job levels, job families, and locations compared to other industries. #pave #equity #benchmarks

Calling all Transform attendees! Our team is at Booth 339 until 5pm today, and we’re playing ‘The Pay is Right’. Ready to live out your Showcase Showdown fantasy? Come on dooown! Can't make it in person? Schedule a virtual meeting to speak with us soon: https://lnkd.in/gJkWK7jC #Pave #Compensation #HRTransform

?? The Pave team is excited to introduce Cycle Insights, a new set of features now available in our Compensation Planning tool! These enhanced dashboards and powerful visualizations transform cycle management into a data-driven and transparent process. With Cycle Insights, you can get a clear view of budget allocations, track people manager progress, understand bottlenecks at the department level, and much more. Discover the ways Cycle Insights can help you take charge of your merit cycles like never before: https://lnkd.in/gcRMbbgv #Pave #Compensation