Built on AI-market intelligence, CompEdge™ delivers real-time market pay data for more than 2000 titles at 16,000+ companies in tech. You can filter data by size, stage and region. CompEdge™ delivers both a competitive tool and benchmarking solution wrapped into one. Market Monitor can monitor pay for any role in tech across micro-market spaces, experience levels, valuation and talent rank.
You can dial-in market compensation for a single role, or coupled with the Market Tracker insights tool you can drill-down on employee compensation metrics across departments, or for your entire company. CompEdge’s Compensation Intelligence module is the first to show comparisons for employee pay to these important compensation benchmarks:
With the Market Tracker tool you can see a competitive view of your people and People Analytics. Evaluate your talent in the context of your competitors, industry cohort, or even with Market Value.
Here’s a comparison of your employees’ compensation with your Competitor’s Pay Index: a customized cohort of your competitors for talent:
Employee Experience can be measured in numerous ways. Historically, companies have used employee engagement surveys and software to measure this. These surveys can be time-consuming and tedious for fast-growing companies. Many are more than 200 questions long and can take months to disseminate. According to experts, levels of employee engagement remain at about 13% nationally. This figure has changed little in the past few decades. Despite dozens of surveys measuring employee engagement, it’s not clear how well these tools actually predict retention risk, or improve ‘sustained’ employee engagement. More recently, Jacob Morgan and others have popularized the Employer Experience Index. There is a trend toward linking employee experience to retention and attrition challenges. Morgan believes it is a better predictor of employee satisfaction and ultimately retention. Yet this index, which focuses on just three areas: physical environment, technology and culture, fails to incorporate key elements of an employee’s reason-for-leaving a company, especially for leadership and professionals. Extensive research shows professionals are most motivated by the impact they can make. Here is a consensus for key career motivators for executives, managers and technical employees:
1) Role/Position
2) Boss/Manager/Supervisor
3) People/ Culture
4) Company
5) Career
Top employees derive satisfaction from a variety of categories. Our research suggests these five capture the key touch points that reflect how one’s experience in a given role is expressed in the context of the people, boss, company and career advancement. Employees score and weight these categories. The tool allows employees to use a familiar academic grading system. It then converts the grades into scores. The user can then fine-tunes the scores if they’d like. All scores fall within a 70-100 range. An aggregate score is calculated and used as a key component of retention risk. Scores are confidential but employee comments and suggestions may be shared.
HR and Talent Acquisition leaders lack the tools to play offense when combating today’s talent management challenges. ApolloFactor’s CompEdge™ provides real-time people analytics enabling leaders the necessary data to make truly informed decisions around talent acquisition and retention.
With this competitive edge high-growth technology companies are equipped to build a proactive talent strategy versus a reactionary one. CompEdge™ is a revolutionary people analytics platform that provides talent management leaders the one-of-kind data points to appropriately address the following talent management imperatives:
Contact: Richard Lear, CEO | [email protected] | 650-275-3631