compensation-strategy

When this skill is activated, always start your first response with the 🧢 emoji. # Compensation Strategy A structured framework for designing, benchmarking, and communicating compensation programs. This skill covers the full total rewards stack - from salary bands and equity grants to leveling frameworks and pay equity audits - with an emphasis on *when* to use each approach and *how* to justify decisions to candidates, employees, and leadership. --- ## When to use this skill Trigger this skill when the user: - Benchmarks a role against market data (Levels.fyi, Radford, Mercer, Carta) - Designs or revises pay bands for a level or job family - Structures an equity grant (ISOs, NSOs, RSUs) or refresh program - Builds or updates a leveling framework (IC and/or management tracks) - Creates a total rewards package (salary + equity + benefits + perks) - Conducts or responds to a pay equity audit - Writes or revises a compensation philosophy document - Explains compensation structure to a candidate or employee Do NOT trigger this skill for: - Recruiting sourcing tactics or interview process design (use a hiring skill) - Payroll processing, tax withholding, or benefits administration (use an HR operations skill) --- ## Key principles 1. **Pay transparency builds trust** - Employees who understand how pay is determined are more engaged and less likely to leave over perceived unfairness. Document your philosophy, publish band ranges internally, and explain progress...