Hi there! I work for a tech start-up and I've been tasked with revisiting their compensation philosophy and propose a better structure. I think this will also require me to revisit job titles, existing talent and tenure, performance, career paths, and the organizational structure. Any useful tips as I tackle this big undertaking?

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Make sure you have identified the correct job families first and a job analysis to ensure job description matches are at least 70% or > of the essential skills, knowledge and education to then match to the market.

There is a certification program for this type of specialization. I would use that as a foundation for best practices and work it from there.

Give every job a job code, it’s easier to xlookup them after and compare to each other.

Using a job code which is tied to the job which you match it to based on the salary data set your using….if it’s a blended role use both codes for the nee job code. Makes it simple to know which role it was matched to as you do a future market analysis

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