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    "slug": "afrexai-compensation-planner",
    "name": "Compensation & Salary Benchmarking",
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    "source": "clawhub",
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    "sections": [
      {
        "title": "Compensation & Salary Benchmarking Planner",
        "body": "Build data-driven compensation structures that attract talent without overpaying. Covers base salary bands, equity/bonus frameworks, geographic differentials, and total rewards packaging."
      },
      {
        "title": "When to Use",
        "body": "Building or revising salary bands for any role\nPreparing for hiring sprints and need market-rate data\nConducting annual compensation reviews\nDesigning equity/bonus/commission structures\nBenchmarking against competitors to reduce turnover"
      },
      {
        "title": "How It Works",
        "body": "When asked to build a compensation plan, follow this framework:"
      },
      {
        "title": "1. Role Architecture",
        "body": "Define job levels and salary bands:\n\nLevelTitle 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%+"
      },
      {
        "title": "2. Geographic Differentials",
        "body": "Apply cost-of-labor multipliers (not cost-of-living):\n\nTierMarketsMultiplierTier 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"
      },
      {
        "title": "3. Total Compensation Package",
        "body": "Break down total rewards:\n\nCash Compensation\n\nBase salary: 60-80% of total comp (varies by seniority)\nPerformance bonus: 5-30% of base\nCommission (sales roles): 40-60% of OTE\n\nEquity Compensation\n\nStartup (pre-Series B): 0.01%-2% based on level, 4-year vest, 1-year cliff\nGrowth stage: RSUs, lower % but higher dollar value\nPublic company: RSU grants refreshed annually\n\nBenefits & Perks (typically 20-35% on top of base)\n\nHealth insurance: $6K-$24K/yr employer cost per employee (US)\n401(k)/pension match: 3-6% of salary\nPTO: 15-25 days (US), 25-33 days (UK/EU statutory + company)\nLearning budget: $1K-$5K/yr\nRemote stipend: $100-$250/mo\nParental leave: 12-26 weeks (competitive)"
      },
      {
        "title": "4. Pay Equity Audit",
        "body": "Run these checks quarterly:\n\nCompa-ratio by role: Actual pay ÷ midpoint of band. Target: 0.90-1.10\nGender pay gap: Compare median comp by gender within each level\nTenure compression: Are new hires making more than 2-year veterans? Fix with retention adjustments\nBand penetration: % of employees above 1.0 compa-ratio (flag if >30%)"
      },
      {
        "title": "5. Annual Review Cycle",
        "body": "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"
      },
      {
        "title": "6. Offer Benchmarking Checklist",
        "body": "Before extending any offer:\n\nCheck 3+ data sources (Levels.fyi, Glassdoor, Payscale, LinkedIn Salary)\n Confirm geographic tier and apply multiplier\n Calculate total comp (base + bonus + equity annualized + benefits value)\n Compare to internal peers at same level (±10% band)\n Document justification if above band midpoint\n Get sign-off from hiring manager + finance/HR"
      },
      {
        "title": "7. Retention Risk Scoring",
        "body": "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%\n\nScore > 3.5 = immediate retention conversation needed\nScore 2.5-3.5 = include in next review cycle, prioritize\nScore < 2.5 = monitor quarterly"
      },
      {
        "title": "8. Commission & Sales Comp",
        "body": "For revenue roles, design OTE (On-Target Earnings):\n\nBase:Variable split: 50:50 (hunters), 60:40 (farmers), 70:30 (CS/AM)\nAccelerators: 1.5-3x rate above quota (motivates overperformance)\nDecelerators: 0.5x rate below 80% quota (protects company)\nClawback policy: Define for churned deals within 90 days\nSPIFs: Short-term incentives for strategic pushes ($500-$5K per qualifying action)"
      },
      {
        "title": "Key Metrics to Track",
        "body": "Offer acceptance rate: Target >85% (below = comp is off-market)\nRegrettable attrition: Target <10% (above = retention issue)\nTime to fill: If increasing, may signal comp competitiveness problem\nCost per hire: Include recruiter fees, signing bonuses, relocation\nRevenue per employee: Benchmark against industry ($200K-$400K SaaS, $150K-$250K services)"
      },
      {
        "title": "Data Sources (2026)",
        "body": "Levels.fyi — Best for tech roles, real verified data\nGlassdoor — Broad coverage, self-reported\nPayscale — Small business focus\nRadford (Aon) — Enterprise-grade, paid surveys\nMercer — Global comp data, paid\nLinkedIn Salary Insights — Good for role-specific ranges\nBLS Occupational Employment Statistics — Government baseline"
      },
      {
        "title": "More Frameworks",
        "body": "Need deeper operational frameworks for your industry?\n\nAfrexAI Context Packs — $47 each. Pre-built agent knowledge for Fintech, Healthcare, Legal, SaaS, Recruitment, and 5 more verticals.\n\nAI Revenue Calculator — Free tool. Find where you're losing money to manual work.\n\nAgent Setup Wizard — Configure your AI agent stack in minutes.\n\nBundles:\n\nPick 3 packs — $97\nAll 10 packs — $197\nEverything bundle — $247"
      }
    ],
    "body": "Compensation & Salary Benchmarking Planner\n\nBuild data-driven compensation structures that attract talent without overpaying. Covers base salary bands, equity/bonus frameworks, geographic differentials, and total rewards packaging.\n\nWhen to Use\nBuilding or revising salary bands for any role\nPreparing for hiring sprints and need market-rate data\nConducting annual compensation reviews\nDesigning equity/bonus/commission structures\nBenchmarking against competitors to reduce turnover\nHow It Works\n\nWhen asked to build a compensation plan, follow this framework:\n\n1. Role Architecture\n\nDefine job levels and salary bands:\n\nLevel\tTitle Pattern\tBase Range (US)\tEquity %\tBonus Target\nL1\tAssociate / Junior\t$45K-$70K\t0-0.01%\t0-5%\nL2\tMid-level\t$70K-$110K\t0.01-0.05%\t5-10%\nL3\tSenior\t$110K-$160K\t0.05-0.15%\t10-15%\nL4\tStaff / Lead\t$150K-$210K\t0.1-0.3%\t15-20%\nL5\tPrincipal / Director\t$190K-$280K\t0.2-0.5%\t20-30%\nL6\tVP / C-level\t$250K-$400K+\t0.5-2%+\t30-50%+\n2. Geographic Differentials\n\nApply cost-of-labor multipliers (not cost-of-living):\n\nTier\tMarkets\tMultiplier\nTier 1\tSF Bay, NYC, London\t1.0x (baseline)\nTier 2\tSeattle, Boston, LA, Chicago\t0.90-0.95x\nTier 3\tAustin, Denver, Manchester, Berlin\t0.80-0.85x\nTier 4\tRemote US/UK secondary markets\t0.70-0.80x\nTier 5\tEastern Europe, LATAM, SEA\t0.40-0.60x\n3. Total Compensation Package\n\nBreak down total rewards:\n\nCash Compensation\n\nBase salary: 60-80% of total comp (varies by seniority)\nPerformance bonus: 5-30% of base\nCommission (sales roles): 40-60% of OTE\n\nEquity Compensation\n\nStartup (pre-Series B): 0.01%-2% based on level, 4-year vest, 1-year cliff\nGrowth stage: RSUs, lower % but higher dollar value\nPublic company: RSU grants refreshed annually\n\nBenefits & Perks (typically 20-35% on top of base)\n\nHealth insurance: $6K-$24K/yr employer cost per employee (US)\n401(k)/pension match: 3-6% of salary\nPTO: 15-25 days (US), 25-33 days (UK/EU statutory + company)\nLearning budget: $1K-$5K/yr\nRemote stipend: $100-$250/mo\nParental leave: 12-26 weeks (competitive)\n4. Pay Equity Audit\n\nRun these checks quarterly:\n\nCompa-ratio by role: Actual pay ÷ midpoint of band. Target: 0.90-1.10\nGender pay gap: Compare median comp by gender within each level\nTenure compression: Are new hires making more than 2-year veterans? Fix with retention adjustments\nBand penetration: % of employees above 1.0 compa-ratio (flag if >30%)\n5. Annual Review Cycle\nMonth\tAction\nJan\tMarket data refresh (Levels.fyi, Glassdoor, Radford, Mercer)\nFeb\tManager calibration sessions\nMar\tBudget allocation (typically 3-5% of payroll for merit increases)\nApr\tCommunicate adjustments, effective date\nJul\tMid-year equity refresh grants\nOct\tPrepare next year's comp budget proposal\n6. Offer Benchmarking Checklist\n\nBefore extending any offer:\n\n Check 3+ data sources (Levels.fyi, Glassdoor, Payscale, LinkedIn Salary)\n Confirm geographic tier and apply multiplier\n Calculate total comp (base + bonus + equity annualized + benefits value)\n Compare to internal peers at same level (±10% band)\n Document justification if above band midpoint\n Get sign-off from hiring manager + finance/HR\n7. Retention Risk Scoring\nFactor\tWeight\tScore (1-5)\nBelow market rate (>10% under)\t25%\t\nTime since last raise (>18 months)\t20%\t\nFlight risk signals (LinkedIn active, disengaged)\t20%\t\nCritical role / hard to replace\t20%\t\nTenure > 3 years with no promotion\t15%\t\n\nScore > 3.5 = immediate retention conversation needed Score 2.5-3.5 = include in next review cycle, prioritize Score < 2.5 = monitor quarterly\n\n8. Commission & Sales Comp\n\nFor revenue roles, design OTE (On-Target Earnings):\n\nBase:Variable split: 50:50 (hunters), 60:40 (farmers), 70:30 (CS/AM)\nAccelerators: 1.5-3x rate above quota (motivates overperformance)\nDecelerators: 0.5x rate below 80% quota (protects company)\nClawback policy: Define for churned deals within 90 days\nSPIFs: Short-term incentives for strategic pushes ($500-$5K per qualifying action)\nKey Metrics to Track\nOffer acceptance rate: Target >85% (below = comp is off-market)\nRegrettable attrition: Target <10% (above = retention issue)\nTime to fill: If increasing, may signal comp competitiveness problem\nCost per hire: Include recruiter fees, signing bonuses, relocation\nRevenue per employee: Benchmark against industry ($200K-$400K SaaS, $150K-$250K services)\nData Sources (2026)\nLevels.fyi — Best for tech roles, real verified data\nGlassdoor — Broad coverage, self-reported\nPayscale — Small business focus\nRadford (Aon) — Enterprise-grade, paid surveys\nMercer — Global comp data, paid\nLinkedIn Salary Insights — Good for role-specific ranges\nBLS Occupational Employment Statistics — Government baseline\nMore Frameworks\n\nNeed deeper operational frameworks for your industry?\n\nAfrexAI Context Packs — $47 each. Pre-built agent knowledge for Fintech, Healthcare, Legal, SaaS, Recruitment, and 5 more verticals.\n\nAI Revenue Calculator — Free tool. Find where you're losing money to manual work.\n\nAgent Setup Wizard — Configure your AI agent stack in minutes.\n\nBundles:\n\nPick 3 packs — $97\nAll 10 packs — $197\nEverything bundle — $247"
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    "owner": "1kalin",
    "version": "1.0.0",
    "license": null,
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