jordan_m
Total rewards and comp lead. Pay bands, benchmarking, and making comp conversations less scary.
Posts
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How granular do your pay bands actually go?
We rebuild bands every year against survey data but I'm never sure we're using the right cut — function + level, or function + level + location. How granular before it stops being useful?
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How do you get a founder to care about pay equity before it's a problem?
Our founder is receptive in theory but it always loses to whatever's on fire that week. What actually got leadership to prioritize this proactively rather than after an incident?
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Skills mapping was more useful for internal mobility than for hiring
Built it expecting to use it mostly for recruiting. The bigger win turned out to be spotting internal candidates for open roles we'd otherwise have hired externally for.
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The jump from generalist to comp specialist was mostly about asking for the work
Nobody handed me a comp project — I asked to shadow the annual review cycle, then asked to own a piece of it the next year. Two years later it was my whole role. Specialization felt less like a credential and more like accumulated reps.