Afrexai Compensation Planner

# Compensation & Salary Benchmarking Planner

Build data-driven compensation structures that attract talent without overpaying. Covers base salary bands, equity/bonus frameworks, geographic differentials, and total rewards packaging.

## When to Use
- Building or revising salary bands for any role
- Preparing for hiring sprints and need market-rate data
- Conducting annual compensation reviews
- Designing equity/bonus/commission structures
- Benchmarking against competitors to reduce turnover

## How It Works

When asked to build a compensation plan, follow this framework:

### 1. Role Architecture
Define job levels and salary bands:

| Level | Title Pattern | Base Range (US) | Equity % | Bonus Target |
|-------|--------------|-----------------|----------|--------------|
| L1 | Associate / Junior | $45K-$70K | 0-0.01% | 0-5% |
| L2 | Mid-level | $70K-$110K | 0.01-0.05% | 5-10% |
| L3 | Senior | $110K-$160K | 0.05-0.15% | 10-15% |
| L4 | Staff / Lead | $150K-$210K | 0.1-0.3% | 15-20% |
| L5 | Principal / Director | $190K-$280K | 0.2-0.5% | 20-30% |
| L6 | VP / C-level | $250K-$400K+ | 0.5-2%+ | 30-50%+ |

### 2. Geographic Differentials
Apply cost-of-labor multipliers (not cost-of-living):

| Tier | Markets | Multiplier |
|------|---------|------------|
| Tier 1 | SF Bay, NYC, London | 1.0x (baseline) |
| Tier 2 | Seattle, Boston, LA, Chicago | 0.90-0.95x |
| Tier 3 | Austin, Denver, Manchester, Berlin | 0.80-0.85x |
| Tier 4 | Remote US/UK secondary markets | 0.70-0.80x |
| Tier 5 | Eastern Europe, LATAM, SEA | 0.40-0.60x |

### 3. Total Compensation Package
Break down total rewards:

**Cash Compensation**
- Base salary: 60-80% of total comp (varies by seniority)
- Performance bonus: 5-30% of base
- Commission (sales roles): 40-60% of OTE

**Equity Compensation**
- Startup (pre-Series B): 0.01%-2% based on level, 4-year vest, 1-year cliff
- Growth stage: RSUs, lower % but higher dollar value
- Public company: RSU grants refreshed annually

**Benefits & Perks** (typi...

# Compensation & Salary Benchmarking Planner

Build data-driven salary bands, equity structures, and total rewards packages. Covers geographic differentials, pay equity audits, retention risk scoring, and sales commission design.

**Zero competition on ClawHub for "compensation" or "salary" keywords.**

## What's Inside
- 6-level role architecture with salary ranges
- Geographic cost-of-labor multipliers (5 tiers)
- Total comp breakdown (cash + equity + benefits)
- Pay equity audit framework (compa-ratio, gender gap, tenure compression)
- Annual review cycle calendar
- Offer benchmarking checklist
- Retention risk scoring model
- Sales/commission OTE design with accelerators

## Use Cases
- HR teams building or revising compensation bands
- Founders preparing for hiring sprints
- Finance teams budgeting annual merit increases
- Managers running pay equity audits
- Sales leaders designing commission structures

## Get Started
Install this skill in your OpenClaw agent, then ask:
- "Build salary bands for our engineering team (Series B, remote-first)"
- "Run a pay equity audit across all departments"
- "Design a commission structure for our 5-person sales team"
- "What should we offer a Senior Engineer in Austin vs NYC?"

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