/comp-analysis

If you see unfamiliar placeholders or need to check which tools are connected, see CONNECTORS.md.

Analyze compensation data for benchmarking, band placement, and planning. See the compensation-benchmarking skill for total comp frameworks, key variables, and data source guidance.

Usage

/comp-analysis $ARGUMENTS

What I Need From You

Option A: Single role analysis "What should we pay a Senior Software Engineer in SF?"

Option B: Upload comp data Upload a CSV or paste your comp bands. I'll analyze placement, identify outliers, and compare to market.

Option C: Equity modeling "Model a refresh grant of 10K shares over 4 years at a $50 stock price."

Output

## 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.