comp-analysis

SKILL.md

/comp-analysis

If you see unfamiliar placeholders or need to check which tools are connected, see CONNECTORS.md.

Analyze compensation data for benchmarking, band placement, and planning. Helps benchmark compensation against market data for hiring, retention, and equity planning.

Usage

/comp-analysis $ARGUMENTS

What I Need From You

Option A: Single role analysis
"What should we pay a Senior Software Engineer in SF?"

Option B: Upload comp data
Upload a CSV or paste your comp bands. I'll analyze placement, identify outliers, and compare to market.
Option C: Equity modeling
"Model a refresh grant of 10K shares over 4 years at a $50 stock price."

Compensation Framework

Components of Total Compensation

Base salary: Cash compensation

Equity: RSUs, stock options, or other equity

Bonus: Annual target bonus, signing bonus

Benefits: Health, retirement, perks (harder to quantify)

Key Variables

Role: Function and specialization

Level: IC levels, management levels

Location: Geographic pay adjustments

Company stage: Startup vs. growth vs. public

Industry: Tech vs. finance vs. healthcare

Data Sources

With ~~compensation data: Pull verified benchmarks

Without: Use web research, public salary data, and user-provided context

Always note data freshness and source limitations

Output

Provide percentile bands (25th, 50th, 75th, 90th) for base, equity, and total comp. Include location adjustments and company-stage context.

## Compensation Analysis: [Role/Scope]

### Market Benchmarks
| Percentile | Base | Equity | Total Comp |
|------------|------|--------|------------|
| 25th | $[X] | $[X] | $[X] |
| 50th | $[X] | $[X] | $[X] |
| 75th | $[X] | $[X] | $[X] |
| 90th | $[X] | $[X] | $[X] |

**Sources:** [Web research, compensation data tools, or user-provided data]

### Band Analysis (if data provided)
| Employee | Current Base | Band Min | Band Mid | Band Max | Position |
|----------|-------------|----------|----------|----------|----------|
| [Name] | $[X] | $[X] | $[X] | $[X] | [Below/At/Above] |

### Recommendations
- [Specific compensation recommendations]
- [Equity considerations]
- [Retention risks if applicable]

If Connectors Available

If ~~compensation data is connected:

Pull verified market benchmarks by role, level, and location

Compare your bands against real-time market data

If ~~HRIS is connected:

Pull current employee comp data for band analysis

Identify outliers and retention risks automatically

Tips

Location matters — Always specify location for benchmarking. SF vs. Austin vs. London are very different.

Total comp, not just base — Include equity, bonus, and benefits for a complete picture.

Keep data confidential — Comp data is sensitive. Results stay in your conversation.

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