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

1. Location matters — Always specify location for benchmarking. SF vs. Austin vs. London are very different.
2. Total comp, not just base — Include equity, bonus, and benefits for a complete picture.
3. Keep data confidential — Comp data is sensitive. Results stay in your conversation.

customer-research

围绕客户问题进行多来源调研与溯源，快速整理背景并支持准确回复。

compliance-skills

帮助用户识别合规风险并生成政策、流程与审查建议。