Total Offer Modeler
Build a complete offer, check it against the range and against the people already doing the job, and send it with the reasoning attached.
What this replaces.
- A hiring manager wants to go well above the range for a candidate they like.
- Nobody can say quickly what that does to the two people already in the job.
- The offer goes out anyway, and the equity problem surfaces at the next review cycle.
Every one of those is a symptom of the same thing: the decision and the evidence for it live in different places, and usually in different people's heads.
Who it is for
Reward teams and HR business partners who approve offers, and the hiring managers who make the case for them.
Four things, done properly.
Base, short- and long-term incentive, benefits and sign-on modelled together, so the candidate sees the whole package and you see the whole cost.
Before the offer goes out, it is compared against everyone already in that job and grade. Outliers surface at the point you can still do something about them.
Compa-ratio and position-in-range computed against a benchmark that was refreshed this quarter, not last year.
Learn how we can help your team.
Schedule a meeting to find out how The Talent Accelerator can help you.
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