Compa

Frontline compensation is messy, and surveys can’t keep up with the constant churn, complex roles, and location-based pay.   Compa Frontline changes that.   Built for hourly roles, Frontline gives enterprise comp teams real-time hourly pay data—broken down by zip code, straight from their HCM.   ✅ Build local labor markets for stores, warehouses, and fulfillment zones ✅ Track pay variation by location and role ✅ Benchmarks for wages, shift differentials, weekend premiums, and more ✅ Move fast as markets shift, without relying on outdated surveys Learn more in our press release, https://xmrrwallet.com/cmx.plnkd.in/gpjHSqWv

Compensation teams are more like mutual funds than index funds with ~50% annual turnover in their portfolios. But where a mutual fund expense ratio is 0.70%-0.90%, comp teams spend much less. Why? This is my second post in a series exploring the economics of compensation management, focused on the "expense ratio," total cost of a comp team as a percentage of its total comp managed. I explore how a coverage gap, and resulting triage, stem from a bandwidth challenge unique to the comp world, and governs the shape of our teams. And it also points to - I believe - the inevitable adoption of AI for comp decision-making in the next few years. Link to the newsletter post in the comments below. #compensation #totalrewards

Compa is building AI agents for the world's best compensation teams. The stakes are high — compensation is the number one line item on every CFO’s P&L — and the impact is deeply personal to individual employees and candidates. In this domain, "hallucination-free AI" — a completely unrealistic standard both now and for the foreseeable future — isn't good enough. You can read about how we're building in this high-stakes environment in my latest blog post (link in the comments).

Fresh off Compa's recently announced AI agents and Workday partnership, it was the perfect time to sit down with Charlie Franklin, the founder changing the face of compensation. This inflection point served as a great chance for him reflect on his journey to revolutionize (and revitalize) compensation at the largest companies on earth (NVIDIA, Tesla, Stripe, and more). Read the full conversation below where Charlie shares his thoughts on a range of topics from the most valuable thing he's learned building Compa to the key trait he looks for whenever he's hiring. https://xmrrwallet.com/cmx.plnkd.in/g-fscSnQ

Compa is now certified at Workday's highest integration level—and is one of the first partners in Workday’s new AI Agent Partner Network, recognized for building AI agents purpose-built for compensation.   With this integration, comp teams can:   ✅ Use real-time employee data to guide offers and pay decisions ✅ Replace outdated surveys with offer-based market data ✅ Build policy-aligned, competitive compensation programs ✅ Stay in sync with CHROs and CFOs on strategy and spend Learn more in our press release, https://xmrrwallet.com/cmx.plnkd.in/gHF5T_sQ

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My team at Compa often hears me say compensation teams are like Wall Street firms managing billions in assets. This is a useful metaphor when talking about market data - it'd be crazy to trade billions using stock prices printed in a newspaper a year ago, right? (That's what comp teams do with surveys.) But I also see it as closer to a framework for characterizing the financial mission and scope of the comp team. I explored this in my newsletter this morning, the first in a three part series discussing the economics of compensation management, and - I believe - the resulting inevitable industry adoption of AI for decision-making in the next few years. Link to the newsletter post in the comments below. #compensation #totalrewards