Own a structure worth showing.

Comp systems that work for you. Job architecture that holds up.

See the two kinds of work

Pay shouldn’t be the conversation anyone dreads.

Someone will ask why they make what they make. You’ll have the answer. You might be here because:

  • A posting law reached your state, or a new leader asked how pay is set and wants a real answer.
  • The structure was never written down, or it was, years ago, and the exceptions piled up.
  • Pay sits on one plate beside payroll, benefits and recruiting, and nobody has the hours to own it.

Job architecture.

Every job in a level, and each level’s meaning written down.

For titles that grew one hire at a time, where nobody can say what separates the levels. You get families and levels, every job placed, a crosswalk from your current titles, and the rules for titling and promotion. It holds up when someone asks why one job sits above another, and through the next reorganization.

Pay structures.

A range on every level, built around how you already run compensation.

For ranges set deal by deal, or drifting since anyone last looked. You hand over your records, and a survey if you hold one. You get back a range for every level, each person’s place in it, compression named before a new offer exposes it, and ranges ready to post where the law asks. The files are yours.

Across both: clear levels and career tracks, compression named before it costs you someone, the posting laws in your states named and dated, and a system an analyst can run that you keep.

The ten questions tell you which one is yours.

Resources

Tools and guides

Pay transparency by state and city: who must post a range, who must give one on request, and since when. Dated, every row sourced. Not legal advice.

FAQ

Do you sell market data?
Not today. We don’t license a salary survey, resell one, or hold data of our own. We bring the structure, not the data: the numbers are yours, from a survey you hold or one you buy. If you hold none, the levels are built first and the ranges follow once you have numbers.
Who decides what anyone is paid?
You do. A person at your company makes every pay decision. The structure gives them the reason and the record.
Is this legal advice?
No. The table is reference material: each row carries its source, a second source and the date we last checked it, marked for your counsel to confirm before you rely on it. We name the exposure; what to do is yours and your lawyer’s.
Do we need to be in a posting-law state?
No. The question of why someone makes what they make comes up everywhere, and the structure is for that.