Pave

One principle HOVER strongly embraces is transparency: something they seek to increase organization-wide, but especially when it comes to equity, which can often be a complex topic to discuss with employees. This transparency, along with the desire to build a roadmap for the future of performance reviews were two strategic directives for the People team in Q1 2021. Brit Malinauskas, the Senior Director of HR & Operations who leads that team, partnered closely with their CFO to try and increase clarity for their workforce around equity (through activities such as hosting quarterly equity “deep dives'') in order to proactively & comprehensively educate their employees, rather than only address questions reactively as they arose.…

HOVER partnered with Pave to help with compensation planning and better communicate equity and total rewards to their workforce. This happened right as they were raising their Series D funding round, during the second half of 2020, after which headcount continued to grow at a rapid pace with the influx of new capital. HOVER’s top priority with their increase in hiring was to fulfill their goal of transparency and fairness for each compensation package. The team was able to move quickly to launch Pave’s Visual Offer Letter in Q4 of 2020, shortly after the funding round. The benefits they saw included to ability to: Replace a homegrown “equity calculator” used to try to explain equity to candidates.…

Brit has been thrilled with the level of support and innovation her team has received via the Pave partnership, noting that the company is constantly building and iterating, taking her team’s feedback into account at every turn. The corresponding changes in HOVER’s compensation have been dramatic: merit cycles that used to be manual and labor intensive are now simple, involving standardized processes that make for more impactful reviews.

As Chronosphere scaled rapidly and navigated a time-sensitive acquisition—the leadership team faced a familiar executive challenge: how to make fast, global compensation decisions without sacrificing rigor, consistency, or control.

With the right infrastructure in place, compensation planning shifted from executing a process to actively informing business decisions. Using Pave, Trisha monitors cycle progress, budget utilization, and decision patterns across departments in real time. Pave’s tools like Cycle Insights allow the team to identify risks early, understand tradeoffs before decisions are finalized, and course-correct during the cycle—rather than reacting after the fact. “Being able to assess the impact of a compensation cycle before decisions are finalized fundamentally changes how you operate,” Trisha explained.…

Yvonne Liu, Senior Manager, Compensation, needed help making Clio’s compensation workflows more efficient. Yvonne and her small-but-mighty team were running two annual benchmarking and market reviews entirely in spreadsheets. Combining data sources to complete the benchmarking and repricing process was a massive lift. “We were using Radford data, we had Pave data, and we have about 500 roles across the company,” Yvonne said. “Working in spreadsheets for days on end trying to consolidate all the data, find out which data points to use, and how to weight all the different data points—it was just an absolute nightmare.”

With Market Pricing , Clio was able to move out of spreadsheets and manage all their salary bands in one place, which made a huge difference for the team. They also gained flexibility and functionality in updating ranges that the spreadsheet method couldn’t give them. “It was a big help to be able to work with the various data points in one tool, and to adjust the bands and have things update automatically and not have to check for all these different formula errors,” she said. In addition, Yvonne now has seamless access to Pave’s real-time data, enabling her to respond quickly to changes in the market and align with candidate expectations.…

In addition, Yvonne now has seamless access to Pave’s real-time data, enabling her to respond quickly to changes in the market and align with candidate expectations. While she still uses other data sources to benchmark certain specific roles, she found that the lag in data sometimes caused issues for recruitment—particularly with hot tech roles.

At the same time, Dandy was growing rapidly. A 15+ country expansion plan was set for the year and launches in Spain, France, and Australia were just around the corner, so the compensation infrastructure needed to keep pace. "The main driver for how we operate is speed," shared Luis.

By using Compensation Planning and Total Rewards from Pave, Luis streamlined the compensation cycle process and delivered robust compensation statements to all employees.

When Dawn joined the Databricks team, she knew their current compensation tools weren’t cutting it. The existing system was highly manual, prone to data integrity issues, and created a subpar employee and manager experience. With five founders who cared deeply about sharing their investment in employees, Dawn and Josh needed a way to communicate pay, benefits, and equity information clearly and visually. The previous solution also didn’t support the complexities of a growing, global organization.…

The Databricks team took a phased approach to rolling out Pave, starting with the most complex group in the organization: R&D. As Yuki Horiguchi, Vice President of Total Rewards at Databricks, says, “If it works for engineering, it should work for the whole company.” By implementing Compensation Planning for the engineering department, the compensation team was able to set custom approval chain processes and configure varying levels of visibility for planners in the engineering organization. They were also able to make changes quickly mid-cycle, without external support. The results were impressive.…

The shift from spreadsheet-driven cycles to structured, platform-supported ones has also changed how the HR team thinks about their work. With planners doing more of the reviewing and less of the building, Ben and his team have been able to focus on the strategic layer—outlier analysis, equity review, and making sure the compensation story told at the end of every cycle is one the organization can be proud of.

Lumanity partnered with Pave to leverage Compensation Planning as their primary tool for merit and bonus cycles, alongside Team View for HRBP and manager visibility into range penetration. The result: their most recent compensation cycle generated more positive feedback than every prior cycle combined.

Lumanity partnered with Pave to leverage Compensation Planning as their primary tool for merit and bonus cycles, alongside Team View for HRBP and manager visibility into range penetration. The result: their most recent compensation cycle generated more positive feedback than every prior cycle combined.

When Tanya joined Pipedrive, the bulk of processes related to pay were being handled in Excel. She used spreadsheets to cut compensation data, edit and update the data, and share files for managers and employees. The pain points and risks that came with this process were numerous. Not only was it manual and error-prone, it was inaccurate, since spreadsheets are always a step behind the information in the HRIS. Security and confidentiality were another big problem, as pay information was shared directly with managers and employees via spreadsheet. “We would create all these files—literally a file per person in Excel—and share it with the manager,” Tanya said.…

The Pipedrive team leveraged Pave’s Compensation Planning tool to enable a smoother, more intuitive process for managers to make compensation decisions. Tanya is able to share guidelines in advance of cycles that help managers in their approach and boost confidence in decision-making. When they log into Pave for a compensation cycle, they can see all their team members at once, view their compa ratios, and see how the recommendations they make will impact those compa ratios and their overall budget. “There has been huge positive feedback from managers,” Tanya said.…

When Tanya joined Pipedrive, the bulk of processes related to pay were being handled in Excel. She used spreadsheets to cut compensation data, edit and update the data, and share files for managers and employees. The pain points and risks that came with this process were numerous. Not only was it manual and error-prone, it was inaccurate, since spreadsheets are always a step behind the information in the HRIS. Security and confidentiality were another big problem, as pay information was shared directly with managers and employees via spreadsheet.

Jessica and Alyssa were hearing from employees that they wanted more visibility into their compensation, and senior leaders wanted to ensure everyone understood the value of all benefits—not just base pay. However, the team lacked access to comprehensive market data to ensure competitive positioning, and merit cycle updates were being manually managed in spreadsheets. Without reliable data and an effective way to communicate pay decisions, the KCL compensation team struggled to validate salary changes and provide insight into total rewards.

Having used Pave before, Jessica recognized it as the ideal solution for the KCL team. By implementing Market Data , Jessica and Alyssa gained access to real-time benchmarks, enabling them to create pay ranges for every role and build their job families. They also created competency frameworks, giving employees insight into what it takes to move up or laterally and equipping managers with the information needed to help their teams grow. These competency frameworks are shared in KCL’s internal learning hub, increasing transparency across the organization. But better data was only the beginning. Jessica and Alyssa used Pave’s Compensation Planning tool to inform and execute on-budget merit cycles.…

But better data was only the beginning. Jessica and Alyssa used Pave’s Compensation Planning tool to inform and execute on-budget merit cycles. For the first time, the compensation team could view all merit cycle information in one place, making the process more cohesive, streamlined, and organized. The impact was felt beyond the comp team, too: 100% of leadership team members recognized the efficiencies gained with the automation and appreciated the clear employee communication on the merit and bonuses planned for the review cycle.

The compensation team at Xero faced a familiar challenge: compensation reviews were spread across multiple systems and spreadsheets, resulting in a manual, time-consuming process that did not drive consistent or effective compensation decisions across the company. Along with his team, Ben Squires , Principal Reward Consultant at Xero, was using Workday to run the annual salary review (ASR), and spreadsheets for the interim salary review (ISR). These processes had never been ideal, but as the company adjusted equity and incentive structures, the challenges became too hard to ignore.…

Ben and the Xero team planned to implement Pave in three phases, starting with senior leaders and employees on short-term incentive programs. The initial rollout was so successful and built such credibility with senior leaders that the team decided to forgo the third phase and bring Pave to the entire organization faster than expected. “Implementing Pave was a really positive experience,” shared Ben. The process was seamless, and enabled Ben to make technical changes on his own—without needing to route requests through Workday specialists—to support the rapidly changing and global nature of the business.

With Compensation Planning from Pave, Ben is in the driver’s seat. Because Pave sits on top of Workday as the system of record, the compensation team can iterate on planning logic directly without needing to sequence every upstream input first. Tasks that used to require weeks of cross-functional coordination can now be handled by Ben alone, and features like Smart Flags enable him to easily identify any issues that need to be addressed.

As a fast growing healthcare company, they partnered with consultants a few years ago to build out their philosophy and strategy around compensation. It was important to them that their philosophy overall reflect the fact that they care deeply about their people. Unfortunately, the process to execute on their strategy became very manual as they scaled rapidly, running it out of a Google sheet master file with endless tabs. When it came to compensation planning, they had to create different versions for each member of the Leadership team, which led to a lot of back and forth with leaders and additional overhead to manage version control.…

After looking at various solutions, Ro selected Pave as the one company that had all of the elements they needed to solve for; the candidate experience, the employee experience, and importantly, a seamless end to end compensation process. Ro also uses Carta for equity and Zenefits as their HRIS system – which both integrate with Pave – as well as a variety of vendor partners to manage their employee perks and benefits. The first thing Ro implemented was Pave’s Compensation Planner. It enabled them to run their entire process, including some of the most difficult parts.…