Requirements
- Target platform
- OpenClaw
- Install method
- Manual import
- Extraction
- Extract archive
- Prerequisites
- OpenClaw
- Primary doc
- SKILL.md
Tencent SkillHub · Data Analysis
Compensation & Salary Benchmarking
Build competitive compensation plans using market data, salary bands, equity, bonuses, geographic pay adjustments, and retention risk scoring.
skill openclawclawhub Free
Build competitive compensation plans using market data, salary bands, equity, bonuses, geographic pay adjustments, and retention risk scoring.
⬇ 0 downloads ★ 0 stars Unverified but indexed
Install for OpenClaw
Quick setup
- Download the package from Yavira.
- Extract the archive and review SKILL.md first.
- Import or place the package into your OpenClaw setup.
Package facts
- Download mode
- Yavira redirect
- Package format
- ZIP package
- Source platform
- Tencent SkillHub
- What's included
- README.md, SKILL.md
Validation
- Use the Yavira download entry.
- Review SKILL.md after the package is downloaded.
- Confirm the extracted package contains the expected setup assets.
Install with your agent
Agent handoff
Hand the extracted package to your coding agent with a concrete install brief instead of figuring it out manually.
- Download the package from Yavira.
- Extract it into a folder your agent can access.
- Paste one of the prompts below and point your agent at the extracted folder.
New install
I downloaded a skill package from Yavira. Read SKILL.md from the extracted folder and install it by following the included instructions. Then review README.md for any prerequisites, environment setup, or post-install checks. Tell me what you changed and call out any manual steps you could not complete.
Upgrade existing
I downloaded an updated skill package from Yavira. Read SKILL.md from the extracted folder, compare it with my current installation, and upgrade it while preserving any custom configuration unless the package docs explicitly say otherwise. Then review README.md for any prerequisites, environment setup, or post-install checks. Summarize what changed and any follow-up checks I should run.
Trust & source
Release facts
- Source
- Tencent SkillHub
- Verification
- Indexed source record
- Version
- 1.0.0
Provenance
- Publisher
- 1kalin
- Source page
- View original listing
- Canonical URL
- Open canonical page
Documentation
Compensation & Salary Benchmarking Planner
Build data-driven compensation structures that attract talent without overpaying. Covers base salary bands, equity/bonus frameworks, geographic differentials, and total rewards packaging.
When to Use
Building or revising salary bands for any role Preparing for hiring sprints and need market-rate data Conducting annual compensation reviews Designing equity/bonus/commission structures Benchmarking against competitors to reduce turnover
How It Works
When asked to build a compensation plan, follow this framework:
1. Role Architecture
Define job levels and salary bands: LevelTitle PatternBase Range (US)Equity %Bonus TargetL1Associate / Junior$45K-$70K0-0.01%0-5%L2Mid-level$70K-$110K0.01-0.05%5-10%L3Senior$110K-$160K0.05-0.15%10-15%L4Staff / Lead$150K-$210K0.1-0.3%15-20%L5Principal / Director$190K-$280K0.2-0.5%20-30%L6VP / C-level$250K-$400K+0.5-2%+30-50%+
2. Geographic Differentials
Apply cost-of-labor multipliers (not cost-of-living): TierMarketsMultiplierTier 1SF Bay, NYC, London1.0x (baseline)Tier 2Seattle, Boston, LA, Chicago0.90-0.95xTier 3Austin, Denver, Manchester, Berlin0.80-0.85xTier 4Remote US/UK secondary markets0.70-0.80xTier 5Eastern Europe, LATAM, SEA0.40-0.60x
3. Total Compensation Package
Break down total rewards: Cash Compensation Base salary: 60-80% of total comp (varies by seniority) Performance bonus: 5-30% of base Commission (sales roles): 40-60% of OTE Equity Compensation Startup (pre-Series B): 0.01%-2% based on level, 4-year vest, 1-year cliff Growth stage: RSUs, lower % but higher dollar value Public company: RSU grants refreshed annually Benefits & Perks (typically 20-35% on top of base) Health insurance: $6K-$24K/yr employer cost per employee (US) 401(k)/pension match: 3-6% of salary PTO: 15-25 days (US), 25-33 days (UK/EU statutory + company) Learning budget: $1K-$5K/yr Remote stipend: $100-$250/mo Parental leave: 12-26 weeks (competitive)
4. Pay Equity Audit
Run these checks quarterly: Compa-ratio by role: Actual pay ÷ midpoint of band. Target: 0.90-1.10 Gender pay gap: Compare median comp by gender within each level Tenure compression: Are new hires making more than 2-year veterans? Fix with retention adjustments Band penetration: % of employees above 1.0 compa-ratio (flag if >30%)
5. Annual Review Cycle
MonthActionJanMarket data refresh (Levels.fyi, Glassdoor, Radford, Mercer)FebManager calibration sessionsMarBudget allocation (typically 3-5% of payroll for merit increases)AprCommunicate adjustments, effective dateJulMid-year equity refresh grantsOctPrepare next year's comp budget proposal
6. Offer Benchmarking Checklist
Before extending any offer: Check 3+ data sources (Levels.fyi, Glassdoor, Payscale, LinkedIn Salary) Confirm geographic tier and apply multiplier Calculate total comp (base + bonus + equity annualized + benefits value) Compare to internal peers at same level (±10% band) Document justification if above band midpoint Get sign-off from hiring manager + finance/HR
7. Retention Risk Scoring
FactorWeightScore (1-5)Below market rate (>10% under)25%Time since last raise (>18 months)20%Flight risk signals (LinkedIn active, disengaged)20%Critical role / hard to replace20%Tenure > 3 years with no promotion15% Score > 3.5 = immediate retention conversation needed Score 2.5-3.5 = include in next review cycle, prioritize Score < 2.5 = monitor quarterly
8. Commission & Sales Comp
For revenue roles, design OTE (On-Target Earnings): Base:Variable split: 50:50 (hunters), 60:40 (farmers), 70:30 (CS/AM) Accelerators: 1.5-3x rate above quota (motivates overperformance) Decelerators: 0.5x rate below 80% quota (protects company) Clawback policy: Define for churned deals within 90 days SPIFs: Short-term incentives for strategic pushes ($500-$5K per qualifying action)
Key Metrics to Track
Offer acceptance rate: Target >85% (below = comp is off-market) Regrettable attrition: Target <10% (above = retention issue) Time to fill: If increasing, may signal comp competitiveness problem Cost per hire: Include recruiter fees, signing bonuses, relocation Revenue per employee: Benchmark against industry ($200K-$400K SaaS, $150K-$250K services)
Data Sources (2026)
Levels.fyi — Best for tech roles, real verified data Glassdoor — Broad coverage, self-reported Payscale — Small business focus Radford (Aon) — Enterprise-grade, paid surveys Mercer — Global comp data, paid LinkedIn Salary Insights — Good for role-specific ranges BLS Occupational Employment Statistics — Government baseline
More Frameworks
Need deeper operational frameworks for your industry? AfrexAI Context Packs — $47 each. Pre-built agent knowledge for Fintech, Healthcare, Legal, SaaS, Recruitment, and 5 more verticals. AI Revenue Calculator — Free tool. Find where you're losing money to manual work. Agent Setup Wizard — Configure your AI agent stack in minutes. Bundles: Pick 3 packs — $97 All 10 packs — $197 Everything bundle — $247
Category context
Data access, storage, extraction, analysis, reporting, and insight generation.
Source: Tencent SkillHub
Largest current source with strong distribution and engagement signals.
Package contents
Included in package
2 Docs
- SKILL.md
- README.md