# Send Compensation & Salary Benchmarking to your agent
Hand the extracted package to your coding agent with a concrete install brief instead of figuring it out manually.
## Fast path
- 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.
## Suggested prompts
### New install

```text
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

```text
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.
```
## Machine-readable fields
```json
{
  "schemaVersion": "1.0",
  "item": {
    "slug": "afrexai-compensation-planner",
    "name": "Compensation & Salary Benchmarking",
    "source": "tencent",
    "type": "skill",
    "category": "数据分析",
    "sourceUrl": "https://clawhub.ai/1kalin/afrexai-compensation-planner",
    "canonicalUrl": "https://clawhub.ai/1kalin/afrexai-compensation-planner",
    "targetPlatform": "OpenClaw"
  },
  "install": {
    "downloadUrl": "/downloads/afrexai-compensation-planner",
    "sourceDownloadUrl": "https://wry-manatee-359.convex.site/api/v1/download?slug=afrexai-compensation-planner",
    "sourcePlatform": "tencent",
    "targetPlatform": "OpenClaw",
    "packageFormat": "ZIP package",
    "primaryDoc": "SKILL.md",
    "includedAssets": [
      "README.md",
      "SKILL.md"
    ],
    "downloadMode": "redirect",
    "sourceHealth": {
      "source": "tencent",
      "status": "healthy",
      "reason": "direct_download_ok",
      "recommendedAction": "download",
      "checkedAt": "2026-04-23T16:43:11.935Z",
      "expiresAt": "2026-04-30T16:43:11.935Z",
      "httpStatus": 200,
      "finalUrl": "https://wry-manatee-359.convex.site/api/v1/download?slug=4claw-imageboard",
      "contentType": "application/zip",
      "probeMethod": "head",
      "details": {
        "probeUrl": "https://wry-manatee-359.convex.site/api/v1/download?slug=4claw-imageboard",
        "contentDisposition": "attachment; filename=\"4claw-imageboard-1.0.1.zip\"",
        "redirectLocation": null,
        "bodySnippet": null
      },
      "scope": "source",
      "summary": "Source download looks usable.",
      "detail": "Yavira can redirect you to the upstream package for this source.",
      "primaryActionLabel": "Download for OpenClaw",
      "primaryActionHref": "/downloads/afrexai-compensation-planner"
    },
    "validation": {
      "installChecklist": [
        "Use the Yavira download entry.",
        "Review SKILL.md after the package is downloaded.",
        "Confirm the extracted package contains the expected setup assets."
      ],
      "postInstallChecks": [
        "Confirm the extracted package includes the expected docs or setup files.",
        "Validate the skill or prompts are available in your target agent workspace.",
        "Capture any manual follow-up steps the agent could not complete."
      ]
    }
  },
  "links": {
    "detailUrl": "https://openagent3.xyz/skills/afrexai-compensation-planner",
    "downloadUrl": "https://openagent3.xyz/downloads/afrexai-compensation-planner",
    "agentUrl": "https://openagent3.xyz/skills/afrexai-compensation-planner/agent",
    "manifestUrl": "https://openagent3.xyz/skills/afrexai-compensation-planner/agent.json",
    "briefUrl": "https://openagent3.xyz/skills/afrexai-compensation-planner/agent.md"
  }
}
```
## 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

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## Trust
- Source: tencent
- Verification: Indexed source record
- Publisher: 1kalin
- Version: 1.0.0
## Source health
- Status: healthy
- Source download looks usable.
- Yavira can redirect you to the upstream package for this source.
- Health scope: source
- Reason: direct_download_ok
- Checked at: 2026-04-23T16:43:11.935Z
- Expires at: 2026-04-30T16:43:11.935Z
- Recommended action: Download for OpenClaw
## Links
- [Detail page](https://openagent3.xyz/skills/afrexai-compensation-planner)
- [Send to Agent page](https://openagent3.xyz/skills/afrexai-compensation-planner/agent)
- [JSON manifest](https://openagent3.xyz/skills/afrexai-compensation-planner/agent.json)
- [Markdown brief](https://openagent3.xyz/skills/afrexai-compensation-planner/agent.md)
- [Download page](https://openagent3.xyz/downloads/afrexai-compensation-planner)