Pave Webinars

As companies scale, compensation cycles become inherently larger and more complex. Total Rewards leaders begin to lose visibility into how cycles are trending, and struggle to answer crucial questions like: Are our teams over or under their allocated budget? Are we on track to meet our cycle deadlines, and if not, who is holding up our processes? Are we investing in our highest performers, or even paying employees fairly relative to performance? In this live demo, we'll show you how Pave's new enhancements to our Compensation Planning tool give planners a clear, real-time view of all cycle activity. You'll see firsthand how features like Cycle Progress, Budget, and Outcomes are delivering deeper insights into compensation cycles, and allowing you to make smarter compensation decisions.

Today's compensation teams face a critical challenge: finding reliable, accurate, and easy-to-interpret equity benchmarks. That’s where Pave's new Calculated Benchmarks come in: ensuring we fill in the gaps where typical survey providers struggle to give reliable insights. Join Zack Smetana, Product Manager, and Nicholas Lepley, Data Science Manager, as they reveal the science behind Calculated Benchmarks and how this update will ensure more granular equity benchmarks for every role in Pave’s dataset.

Companies are rumored to be shelling out huge compensation packages for AI and Machine Learning talent. But is this fact, or fiction? Join Rahim Bhayani, Senior Director of Total Rewards at MongoDB, Gerry Murphy, Partner at Nua Group, and Matt Schulman, Founder & CEO at Pave, as they dig into the data to reveal compensation benchmarks, hiring trends, and insider insights on the world of AI/ML compensation—and what it may mean for your organization.

Many Total Rewards leaders are heading into the most arduous part of merit cycle season: pricing (or repricing) their compensation bands. Limited team resources, data ‘rollercoasters’, and constant justification can leave compensation teams desperate for a better way. Join Andrea De Ville, Strategic Community Lead at Pave, in conversation with Evan Salisbury, Head of Total Rewards at Ancestry, and Kaylyn Reid, Head of Total Rewards & Analytics at GoFundMe, as they tackle key pricing pain points and share the strategies helping their businesses save time and resources, and ultimately build trust with the business.

Over the past few years, a volatile market has made it difficult for companies to have a clear perspective on their equity strategies. These drastic changes are forcing companies to approach equity spend differently. What was once considered “free money” is now a highly strategic, increasingly exclusive lever for attracting and retaining top talent. Join Matt Schulman, Pave CEO & Founder, in conversation with David Knopping, Founder and Managing Director of Alpine Rewards, as they dig into the data behind what companies are doing to execute on equity more efficiently.

Do you have the comp data you need to hire top talent this coming year? In order to compete in today’s labor market, comp leaders need a comprehensive understanding of both the candidate and employee markets. Enter Offer Insights, powered by Greenhouse—the newest addition to Pave’s Premium Market Data. Now, comp teams can analyze salary and acceptance rate trends with offer data from over 7,500 companies, to understand how to invest their comp budgets and attract today’s top talent. Join our panel of leaders who helped launch Offer Insights, for a conversation on how to leverage offer data to gain a competitive edge.

It's every compensation leader's favorite time of year: compensation band updates! Well, it's never that simple. Here at Pave, we know how inefficient this process can be for compensation teams. From leveraging the right data sources, to building bands, to getting the approvals you need, this is one of the most burdensome parts of the compensation lifecycle. Join our panel of compensation experts for a conversation on what it takes to build a streamlined and efficient compensation band refresh process.

The wave of Q1 compensation cycles has come to a close, and the Total Rewards community is keen to know: What was the aggregate base salary increase year-over-year? What was the average percentage increase for merit-based raises? What percentage of companies gave no merit increase at all this cycle? What was the breakdown in equity grant types companies issued? Join Matt Schulman, CEO and Co-Founder of Pave, and Octavio Cardenas, Managing Director, Employee Rewards at Alpine Rewards, as we dive into the aggregate trends and findings from merit cycles run by Pave’s community earlier this year.

When Rachel joined the Revolution Medicines Total Rewards team, she was immediately focused on setting up the right systems to support scale. Running cycles out of spreadsheets would no longer cut it, and it was time to get in front of the company’s impending growth and find a new solution for compensation. Join Rachel Shaw, Director of Compensation at RevMed, and Charlie Nelson, VP of Customer Success at Pave, for a fireside chat that explores RevMed’s journey out of Excel and into Pave’s compensation management tool.

Compensation cycles require more than just operational adjustments; they need strategy to build trust from cross-functional stakeholders, and the right tooling to get the job done. In this webinar, Natan Lee-Engel, Implementations Lead, and Robert Friedland, Head of Sales Engineering, from Pave share what it takes to drive buy-in and build confidence in compensation cycles at every angle. 

One of the most important parts of a merit cycle is the conversation managers have with their employees about compensation and how their performance factors into it. And, it’s one of the hardest to get right. Without a clear plan, these conversations can make both managers and employees anxious. Which leads to damaging mistakes leaving employees feeling unappreciated and overworked. In this webinar, we sit down with leaders from Culture Amp and Pave to discuss managing effective compensation and performance conversations. With these tactics in place both managers and employees will leave the next performance review satisfied.

With inflation, leaner teams, and tighter budgets, there’s a lot at stake this merit cycle. Getting employees aligned on compensation decisions will be more important than ever. Run a seamless, data-driven merit cycle with Pave’s compensation planning and management platform. 

Confidently manage your equity program with relevant, real-time benchmarks from Pave. Advanced Equity gives you insight into your peers’ equity practices and market changes so you can distribute equity in a way that’s competitive and responsible.

There are three big challenges that many compensation leaders are facing right now: equity dilution, pay transparency, and effectively communicating the value of compensation to employees. We assembled a panel of experts to share helpful advice. Learn how to navigate these challenges from Angela Rao, Director of Total Rewards at Drata, Rahim Bhayani, Field Compensation Advisory at Elastic, Renee Gardner, VP of Global Compensation at Snowflake, and Matt Schulman, CEO of Pave.

With the rise of distributed work over the past three years and the increased cost of hiring top talent in tech-centers (like San Francisco, New York, and London), companies are expanding their employee bases globally. Businesses that don’t hire globally now risk falling behind in the race for top talent, or overpaying for talent in expensive locations. However, it’s hard to get international employee compensation right. Without accurate benchmarks, organizations defer to using cost of living data, unverified sources, or guesswork, resulting in costly mistakes that mitigate the benefits of hiring globally. Pave is here to help!

One of the most important but difficult parts of building your People strategy is determining the right budget. You need to consider a range of factors including your compensation philosophy, your company goals, and the happiness of your employees. You’ll also need to factor in your planned promotions, hiring plan, and standard merit increases for strong performers. Spend too much and you’ll be hearing from your board or investors. Spend too little and you’ll have a retention issue. You need to strike the perfect balance. As People and Finance Leaders, it’s your responsibility to come to the table with a proposal that drives the best outcomes.

In a down market, there are new realities that People and Finance Leaders face when it comes to equity. First, you have to determine your plan in the very likely scenario that your equity value has changed over the past year or will change with an upcoming fundraise. Second, you also need to consider how to communicate equity changes to your employees. Determining when to share and how much to share will be essential in keeping your workforce confident with their total rewards packages and the company’s future. There’s a lot at stake – so we’ve brought in some equity experts to provide some tactical advice and answer your questions.

Recent changes in pay transparency legislation have granted new rights to candidates and employees with regard to compensation. While the laws vary by state, there's one aspect that's consistent everywhere: people are demanding more transparency when it comes to their pay. Without the right strategy in place, many managers and employees may be anxious about navigating compensation and performance conversations. Defining your company’s approach to compensation can help. In this webinar, we’ll sit down with Alexis Merritt, VP of People at Pave and Thaddeus Rada-Bayne, Senior People Scientist at Culture Amp to discuss compensation and performance conversations in today’s increasingly transparent world.

You can’t have a compensation strategy without salary bands. Unless you’re using market data to create your bands, they’ll be inaccurate and uncompetitive. In this session, we’ll explain how salary bands should work, then show you how to pull in the right market data and use it to build salary bands for your entire team.