Compensation intelligence is more useful where you already work. Pave Agent now connects to Claude in two steps.
You can now find Pave Agent in Claude’s connector directory. Once it’s connected, you can ask Claude to:
→ Pull the latest Market Data benchmarks to reprice your st year’s merit cycle performance score distribution to market insights
→ Answer anything else you’d ask Pave Agent directly in Pave
Here’s how to set it up: pave.com/blog-posts/pav…
You can now find Pave Agent in Claude’s connector directory. Once it’s connected, you can ask Claude to:
→ Pull the latest Market Data benchmarks to reprice your st year’s merit cycle performance score distribution to market insights
→ Answer anything else you’d ask Pave Agent directly in Pave
Here’s how to set it up: pave.com/blog-posts/pav…
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Most companies are planning 2027 pay the way they planned 2026: 𝘀𝘁𝗲𝗮𝗱𝘆 𝗮𝗻𝗱 𝗰𝗮𝘂𝘁𝗶𝗼𝘂𝘀.
We partnered with Alpine Rewards to survey compensation leaders on how they’re budgeting for 2027. Three things stood out:
→ Merit budgets are holding at a 3.5% median in the us. Three in five companies expect headcount to grow, but a quarter are only hiring to backfill departures.
→ About 80% of companies post ranges on all US job postings, but employees mostly have to ask for theirs.
For more insights to help you plan, download the 2027 Compensation Budgets & Planning Report: explore.pave.com/2027-budgets-t…
We partnered with Alpine Rewards to survey compensation leaders on how they’re budgeting for 2027. Three things stood out:
→ Merit budgets are holding at a 3.5% median in the us. Three in five companies expect headcount to grow, but a quarter are only hiring to backfill departures.
→ About 80% of companies post ranges on all US job postings, but employees mostly have to ask for theirs.
For more insights to help you plan, download the 2027 Compensation Budgets & Planning Report: explore.pave.com/2027-budgets-t…
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The AI frontier is showing us where the labor market goes next. 👀
In this upcoming webinar, Pave breaks down what sets these companies apart, which roles have staying power, and who is winning and losing as AI changes how work happens.
November 10, 10am PT / 1pm ET. Save your fp0dTPV
In this upcoming webinar, Pave breaks down what sets these companies apart, which roles have staying power, and who is winning and losing as AI changes how work happens.
November 10, 10am PT / 1pm ET. Save your fp0dTPV
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Either view gives your team a fuller picture for benchmarking, workforce planning, and hiring.
Read how it works: pave.com/blog-posts/int…
Read how it works: pave.com/blog-posts/int…
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Compensation decisions draw on more data than ever, and that data is scattered across surveys, spreadsheets, and tools.
Today, we’re announcing a strategic alliance with @Levelsfyi to bring their data into Pave Agent and Market Pricing. Levels.fyi data is the people earning it and backed by proof documents like offer letters, W-2s, and pay stubs, so it shows what talent is actually earning.
Today, we’re announcing a strategic alliance with @Levelsfyi to bring their data into Pave Agent and Market Pricing. Levels.fyi data is the people earning it and backed by proof documents like offer letters, W-2s, and pay stubs, so it shows what talent is actually earning.
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@Levelsfyi Compensation teams shouldn’t have to choose between the sources they trust. We’re building Pave to be the one place where all of them come together, and we’ll keep adding more.
Read the full announcement. pave.com/blog-posts/pav…
Read the full announcement. pave.com/blog-posts/pav…
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Ever wonder what makes an AI recommendation actually trustworthy? 🤔
When SymphonyAI’s Total Rewards team started layering their data into Pave, they weren’t just looking for answers. They were building something smarter.
💡 Thank you, Leanne and the SymphonyAI team, for building with us.
When SymphonyAI’s Total Rewards team started layering their data into Pave, they weren’t just looking for answers. They were building something smarter.
💡 Thank you, Leanne and the SymphonyAI team, for building with us.
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Three years ago, Pave set out to build a community for Total Rewards leaders. Now look at this room!
From swapping AI experiments to leaning on each other through trial and error, TRL 2026 reminded us why the comp world is better together. 🤝
Thank you to everyone who joined what’s next! ✨
From swapping AI experiments to leaning on each other through trial and error, TRL 2026 reminded us why the comp world is better together. 🤝
Thank you to everyone who joined what’s next! ✨
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Pave retweeted
Getting comp right at @SymphonyAi means bringing data together from a lot of different places.
The more data you can layer into @pavecomp, the more the Pave Agent has to work with. Thank you to Leanne for sharing how SymphonyAI does it, both here and on stage at TRL.
The more data you can layer into @pavecomp, the more the Pave Agent has to work with. Thank you to Leanne for sharing how SymphonyAI does it, both here and on stage at TRL.
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One day left to weigh in on the question every team is asking: what should our token budget be? 🤖
Our AI Token Use & Spend Policy Pulse Survey closes tomorrow, Oct 23. Complete it to get the full report and see how your approach to budgeting, governance, and measurement stacks up against the market.
Our AI Token Use & Spend Policy Pulse Survey closes tomorrow, Oct 23. Complete it to get the full report and see how your approach to budgeting, governance, and measurement stacks up against the market.
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Pave retweeted
Update. Got an anonymous tip that the first product designer at Ramp (within first 5 hires), received 0.25% over 4 years for their initial grant.
That’s ~24% under the low end I modeled for hire #5, so my estimates ran high. That 0.25% would be worth ~$28.5M at Ramp today.
I schulman and @rithikaneti at @pavecomp, and they pulled their data on equity grants across US VC-backed tech companies (chart below).
Among the first 5 employees, 0.25% sits above the median (0.16%) but below the 75th percentile (0.42%). For a product designer in the first 5, it lines up almost exactly with the 75th percentile.
And more importantly, benchmarks for “founding” roles are a bit more of an art rather than a science this early in hiring, since grants can be ultra-specific to individuals and their worth to the organization.
It can change with role, seniority, stage, growth etc, so I wouldn’t treat it as prescriptive.
It’s also just a bet on the company from the candidate’s perspective, and sometimes employers will need to flex to close a stellar candidate.
Hope my post helped shed some light on what outcomes can look like at a high growth startup, post-dilution.
Some more exciting updates coming soon between @pavecomp + @Levelsfyi. This post sparked some awesome discussion, and there’s a lot of neat data between the two of our platforms 📊
That’s ~24% under the low end I modeled for hire #5, so my estimates ran high. That 0.25% would be worth ~$28.5M at Ramp today.
I schulman and @rithikaneti at @pavecomp, and they pulled their data on equity grants across US VC-backed tech companies (chart below).
Among the first 5 employees, 0.25% sits above the median (0.16%) but below the 75th percentile (0.42%). For a product designer in the first 5, it lines up almost exactly with the 75th percentile.
And more importantly, benchmarks for “founding” roles are a bit more of an art rather than a science this early in hiring, since grants can be ultra-specific to individuals and their worth to the organization.
It can change with role, seniority, stage, growth etc, so I wouldn’t treat it as prescriptive.
It’s also just a bet on the company from the candidate’s perspective, and sometimes employers will need to flex to close a stellar candidate.
Hope my post helped shed some light on what outcomes can look like at a high growth startup, post-dilution.
Some more exciting updates coming soon between @pavecomp + @Levelsfyi. This post sparked some awesome discussion, and there’s a lot of neat data between the two of our platforms 📊
Today on generational wealth. Ramp's first 10 employees may well be sitting on $1B + in stock. Employee #1's initial stake alone could be worth over $300m
In 2019, Ramp was at $0.21 / share. Today it raised at $160 / share.
Startups typically give their first 10 hires ~5% of it should be 10% minimum, and Ramp is the type of company to be on the generous side.
Especially given the talent density at the company. 1/3rd of its first 60 hires were ex-founders. By 2021, @tryramp had set aside ~1/4th of the company for employees. Most startups set aside closer to 15%.
If the first 10 got ~10% between them and never sold (via secondary / tender), their original grants alone would be worth over $1B now.
Hire #1, ~$340M
Hire #10, ~$41M
That's post-dilution (~80%). Share price still up ~760x from 2019. Not yet fully liquid ofc.
Once again, only from original grants (total could be higher)
We don’t know the true grant values, so these are estimates. Chart and assumptions below.
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Pave retweeted
Update on the Ramp equity grants for early hires. Got an anonymous tip that the first product designer at Ramp (within first 5 hires), received 0.25% over 4 years for their initial grant.
That’s ~24% under the low end I originally modeled for hire #5, so my estimates ran high. th ~$28.5M at Ramp today.
I reached out to @Matthewschulman and @rithikaneti at @pavecomp, and they pulled their data on equity grants across US VC-backed tech companies (chart below).
Among the first 5 employees, 0.25% sits above the median (0.16%) but below the 75th percentile (0.42%). For a product designer in the first 5, it lines up almost exactly with the 75th percentile.
And more importantly, benchmarks for “founding” roles are a bit more of an art rather than a science this early in hiring, since grants can be ultra-specific to individuals and their worth to the organization.
It can change with role, seniority, stage, growth etc, so I wouldn’t treat it as prescriptive.
It’s also just a bet on the company from the candidate’s perspective, and sometimes employers will need to flex to close a stellar candidate.
Hope my post helped shed some light on what outcomes can look like at a high growth startup, post-dilution.
Some more exciting updates coming soon between @pavecomp + @Levelsfyi. This post sparked some awesome discussion, and there’s a lot of neat data between the two of our platforms 📊
That’s ~24% under the low end I originally modeled for hire #5, so my estimates ran high. th ~$28.5M at Ramp today.
I reached out to @Matthewschulman and @rithikaneti at @pavecomp, and they pulled their data on equity grants across US VC-backed tech companies (chart below).
Among the first 5 employees, 0.25% sits above the median (0.16%) but below the 75th percentile (0.42%). For a product designer in the first 5, it lines up almost exactly with the 75th percentile.
And more importantly, benchmarks for “founding” roles are a bit more of an art rather than a science this early in hiring, since grants can be ultra-specific to individuals and their worth to the organization.
It can change with role, seniority, stage, growth etc, so I wouldn’t treat it as prescriptive.
It’s also just a bet on the company from the candidate’s perspective, and sometimes employers will need to flex to close a stellar candidate.
Hope my post helped shed some light on what outcomes can look like at a high growth startup, post-dilution.
Some more exciting updates coming soon between @pavecomp + @Levelsfyi. This post sparked some awesome discussion, and there’s a lot of neat data between the two of our platforms 📊
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