Ro is the healthcare technology company building a patient-centric healthcare system. Ro’s vertically integrated primary care platform powers a personalized, end-to-end healthcare experience from diagnosis, to delivery of medication, to ongoing care. With a nationwide provider network, in-home care API, and proprietary pharmacy distribution centers, Ro seamlessly connects telehealth, diagnostics, and pharmacy services to provide high-quality, affordable healthcare without the need for insurance. Since 2017, Ro has facilitated more than six million digital healthcare visits in nearly every county in the United States, including 98% of primary care deserts.
As a fast growing healthcare company, they partnered with consultants a few years ago to build out their philosophy and strategy around compensation. It was important to them that their philosophy overall reflect the fact that they care deeply about their people. Unfortunately, the process to execute on their strategy became very manual as they scaled rapidly, running it out of a Google sheet master file with endless tabs. When it came to compensation planning, they had to create different versions for each member of the Leadership team, which led to a lot of back and forth with leaders and additional overhead to manage version control. This was a deeply time-consuming process which presented persistent challenges with identifying their source of truth, and ensuring every leader had the right information at the right time to make effective decisions.
Ro’s team growth meant that they were not only hiring 20+ people a month, but also adding new employees through acquisitions. The ability to explain the potential value of equity and total rewards packages became increasingly important as they continued to scale.
Realizing these challenges would only increase as the business continued to grow, the company sought out a solution that accomplished the following:
“The level of transparency that leaders get from Pave is exactly what we wanted.”
After looking at various solutions, Ro selected Pave as the one company that had all of the elements they needed to solve for; the candidate experience, the employee experience, and importantly, a seamless end to end compensation process. Ro also uses Carta for equity and Zenefits as their HRIS system – which both integrate with Pave – as well as a variety of vendor partners to manage their employee perks and benefits.
The first thing Ro implemented was Pave’s Compensation Planner. It enabled them to run their entire process, including some of the most difficult parts. With Pave, leaders were given insight into why changes were being recommended at the most granular level, whether it be adjustments due to pay equity or market data shifts, promotion increases, and performance based merit increases. Pave makes it easy to look at every individual employee or whole teams to ensure equitable and fair compensation decisions.
Pave also helped the Ro team close the loop on compensation cycles by generating customized Reward letters for all employees. They had historically used Google Docs to share updated compensation with each manager for their reports, which required a lot of time and energy.
“The ability to have a reward letter that is automatically populated is truly a life saver.”
In terms of the broader impact of implementing Pave’s tools, Ro surveyed leaders and saw an increase in confidence behind deciding compensation for their teams. They received strong positive feedback from their employees, as well:
“The employee (Total Rewards) portal has had a big impact. People say ‘where has this been all of my life, this is the thing that no other company had, and it’s so easy for me to be able to visualize.’”
Pave's successful SOC 2 Type 2 report was issued by the Johanson Group and is actively monitored by Drata.