Compensation Strategy Diagnostic

Investment: $3,500

For early-stage or scaling companies who need clarity before they build.

This is a focused, high-impact engagement designed to pressure-test your current approach and give you a clear path forward.

Includes:

• 90-minute executive strategy session
   
• Review of current pay positioning and structure
   
• Market alignment assessment
   
• Written diagnostic report with prioritized recommendations
   
• Leadership-ready summary slide
   

You’ll leave with a clear roadmap — whether you implement internally or move forward with a full architecture build.

Investment: $6,000–$9,000

For growth-stage companies ready to build compensation the right way.

This engagement creates a scalable foundation that supports hiring, promotions, and long-term retention.

Includes:

• Role leveling framework
   
• Salary band design aligned to market positioning
   
• Merit and promotion guidance
   
• Pay philosophy refinement
   
• Executive presentation deck for leadership alignment
   

Designed for companies who want structure that supports growth — not systems they’ll need to rebuild in 18 months.

Investment: $5,000–$12,000

For companies navigating executive compensation, bonus design, or long-term retention strategy.

Executive pay requires rigor, modeling, and alignment — not guesswork. This engagement ensures your leadership incentives drive the right behaviors and support sustainable growth.

Includes:

• Executive benchmarking and market positioning
   
• Annual and/or long-term incentive plan design
   
• Payout modeling and scenario analysis
   
• Equity refresh strategy guidance (if applicable)
   
• Board- or leadership-ready documentation
   

Designed for organizations preparing for growth, funding, or increased performance accountability.

Investment: $7,500

For scaling teams that need foundational structure across People Operations.

This engagement aligns compensation, performance, and organizational design to support growth without creating internal friction.

Includes:

• Organizational structure and role clarity review
   
• Job leveling guidance
   
• Performance cycle framework design
   
• Core People policy structure
   
• Rewards alignment roadmap
   

Ideal for companies scaling past 40+ employees without senior People architecture in place.

Investment: $2,500

For companies preparing for increased transparency expectations or regulatory shifts.

This engagement assesses structural risk and equips leadership with a clear communication strategy.

Includes:

• Salary band and leveling audit
   
• Compression and equity risk assessment
   
• Messaging strategy guidance
   
• Executive-ready risk summary
   

Designed to help organizations move toward transparency confidently and responsibly.

Investment: $4,500–$8,000

For leadership teams preparing for growth, restructuring, or strategic hiring.

Compensation decisions should not be reactive. This engagement provides forward-looking workforce and cost modeling to support smart, sustainable scaling.

Includes:

• Headcount cost modeling and scenario planning
   
• Compensation impact analysis for growth plans
   
• Budget alignment guidance
   
• Promotion and internal mobility modeling
   
• Executive-ready summary presentation
   

Designed for companies preparing for rapid hiring, funding rounds, or organizational redesign.