Clio is the world's leading provider of cloud-based legal technology, providing lawyers with low-barrier solutions to manage and grow their firms, while also improving access for justice and creating better client experiences.
Since 2022, Clio has relied on Pave products like Total Rewards to better communicate the value of equity with employees, and Visual Offer Letter for the ability to share more compelling offers with candidates.
Yvonne Liu, Senior Manager, Compensation, needed help making Clio’s compensation workflows more efficient. Yvonne and her small-but-mighty team were running two annual benchmarking and market reviews entirely in spreadsheets. Combining data sources to complete the benchmarking and repricing process was a massive lift.
“We were using Radford data, we had Pave data, and we have about 500 roles across the company,” Yvonne said. “Working in spreadsheets for days on end trying to consolidate all the data, find out which data points to use, and how to weight all the different data points—it was just an absolute nightmare.”
It was time for something better.
“Knowing that a lot of the companies that contribute their data to Pave are similar in size, in structure, and in industry to Clio helps a lot.”
With Market Pricing, Clio was able to move out of spreadsheets and manage all their salary bands in one place, which made a huge difference for the team. They also gained flexibility and functionality in updating ranges that the spreadsheet method couldn’t give them.
“It was a big help to be able to work with the various data points in one tool, and to adjust the bands and have things update automatically and not have to check for all these different formula errors,” she said.
In addition, Yvonne now has seamless access to Pave’s real-time data, enabling her to respond quickly to changes in the market and align with candidate expectations. While she still uses other data sources to benchmark certain specific roles, she found that the lag in data sometimes caused issues for recruitment—particularly with hot tech roles.
“For every other role that we benchmarked using our traditional provider, the Talent Acquisition team would come back to us and say that candidate expectations were 10 to 20% higher than our existing salary bands. Being able to add in Pave as a data point was super helpful,” Yvonne said. “We’re definitely seeing less indication of our bands lagging behind the market.”
The real-time nature of Pave’s data, in addition to the relevancy to Clio’s selected data cut, also instills trust from Clio’s leadership team. Knowing that companies in Pave’s dataset are similar in size, structure, and industry to Clio is a big win for the team. “Our leadership has a ton of confidence in the tool as well, which is great,” Yvonne said.
“Being able to add in Pave as a data point was super helpful. We’re definitely seeing less indication of our bands lagging behind the market.”
Clio is in an exciting phase, and Yvonne is looking forward to the growth that’s on the horizon. Now that they’ve implemented Market Pricing, the comp team will be freed up to work on other meaningful and high-impact projects. They have plans to move to one annual compensation cycle integrated with their equity program review—a task that will be far easier with Pave on their side.
“It's also really helpful to be able to see global benchmarks, because right now we’re hiring for certain roles in the UK. Having access to UK data is great.”
Pave's successful SOC 2 Type 2 report was issued by the Johanson Group and is actively monitored by Drata.