Comp Benchmarker
Benchmark compensation packages against market data to score offer competitiveness
What You Can Do
You can assess whether your compensation packages are competitive in the current market by comparing base salary, bonus targets, equity grants, and total benefits against peer company data. The skill identifies pay band drift, flags retention risks, and generates specific adjustment recommendations to improve offer acceptance rates and reduce turnover exposure for roles from individual contributors to senior leadership.
Features
calculates percentile positioning (25th, 50th, 75th) against market data for base, bonus, and equity
detects misalignment between current bands and market rates, with adjustment recommendations
contextualizes stock grants and options against peer companies at the same level
quantifies and communicates the full value of benefits, 401(k) matching, PTO, and non-cash perks
identifies compensation gaps that could expose hires to poaching within 12-24 months
compares similar roles across departments to surface pay inconsistencies and defend compensation decisions
generates data-backed counter-proposals when competing for passive talent
provides evidence-based salary ranges and equity ladders for new role levels
Example Output
Example 1: Offer Competitiveness Score
- Base salary: 65th percentile ($165K vs. market median $152K) ✓
- Bonus target: 48th percentile (15% vs. peer average 18%) — FLAG for adjustment
- Equity: $800K over 4 years = 72nd percentile for Senior Engineer
- Overall score: 62nd percentile. Recommendation: Increase bonus target to 18% or equity to $950K to reach 70th percentile.
Example 2: Pay Band Misalignment
- Current L4 band: $140K–$180K
- Market data (2024): $155K–$210K
- Gap identified: 15% underpayment at midpoint
- Action: Adjust band to $165K–$220K; rebase 8 employees currently below 40th percentile.
Example 3: Retention Risk Alert
- Offered comp: 55th percentile; below-market equity vesting schedule
- Risk: High likelihood of departure within 18 months to higher-paying competitor
- Recommendation: Front-load 50% of equity or add $25K signing bonus to reduce risk to 20%.
What's Included
- SKILL.md instruction file: full compensation benchmarking prompts and analysis framework
- Market data template: structured format for inputting Levels.fyi and Radford compensation data
- Offer scoring worksheet: base, bonus, equity, and benefits comparison matrix
- Pay band design checklist: methodology for creating defensible salary ranges with percentile targets
- Counteroffer response toolkit: talking points and data visualizations for competitive situations
Who It's For
- HR Business Partners — designing compensation strategy and ensuring offer competitiveness
- Talent Acquisition Leaders — making data-driven offer decisions to improve acceptance rates
- Compensation & Benefits teams — conducting pay audits and building equitable pay bands
- Recruiters — countering competitive offers and defending compensation to candidates
- Finance & Operations — forecasting total compensation spend and managing talent cost variability
Best For
- Offer competitiveness analysis before extending job offers
- Pay band design and realignment projects
- Competitive counteroffer scenarios with passive candidates
- Compensation audits for pay equity and internal consistency
- Total rewards communication and benefits valuation storytelling
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