Pave’s Post

The compensation levels of Accountants, CFOs, and COOs in web3 are no longer secret. Over 1,000 finance professionals have accessed the Web3 Finance Compensation Report. You might have missed it. Here are the main takeaways: 1️⃣ This is a 4-month-long study led by the Web3 Finance Club (850+ web3-friendly finance people together on Slack) and Request Finance, with insights from hundreds of respondents 💻 2️⃣ The report highlights salary discrepancies between women and men, and the results are frustrating 😠 3️⃣ We learn that Web3-friendly accountants earn up to 118% more than others 💲 4️⃣ Compensation packages depend on geography, while the fully remote trend makes things more fair 🌏 5️⃣ CFOs and COOs earn more in Web3 than elsewhere 👏 🏆 https://lnkd.in/eX7Bx5Xv

Hi Data Nerds! Check out these neat reports from Flowing Data on how your degree and hours worked per week relates to your income! Should you be asking for more? Working less hours?

Want to get started with market pricing? ⏸️ Before you begin, do the prep work first! To get started with market pricing, you will need: • Data • A handle on your jobs/job architecture • A clear vision of your job pricing philosophy Now that you've done your prep work, here are the 4️⃣ key steps of market pricing! STEP 1: Determine Benchmark Jobs - Benchmark jobs are the ones easiest to align with the broader market. Benchmark jobs will have similar functions, responsibilities, and possibly even titles across industries. STEP 2: Job Matching 🔄 - Match your benchmark jobs to jobs from your salary data 💼. - If you have a formal job architecture, align your levels with any included in your data source. - After your benchmark jobs are matched up, you can slot in your non-benchmark jobs based on experience level, value creation, etc. STEP 3: Data Alignment 📈 - Think about how you want to slice and dice your data. For example, do you want to just look at your specific industry or are there several in which you compete for talent? STEP 4: Price and Evaluate 💰 - Use your compensation philosophy to price your jobs relative to the data. - Double check your work and make changes as appropriate while considering your overall budget. Want to learn more about market pricing? Check out our market pricing guide here: https://lnkd.in/gp9CcxnU #BetterComp #MarketPricing #Compensation

Fact: Businesses are scrambling to decode market data and build compensation strategies. But here's the thing. ✋ At Local World, we've gone beyond just 'decoding'. We've built a blueprint. A tried-and-tested playbook. 💼 We dive into gritty data. We don't stop at 'insights'. We turn those mind-bending numbers into rock-solid strategies. 💪 Think about it. Is a comp just a number? Nah. It's a masterpiece. A mix of equity, budgets, and of course, the wild beast - market data. We tame this beast, we ensure your compensation offer isn't just competitive. It's compelling. 🏆 And here's where we really shake things up. We don't just serve data. We serve wisdom. We guide you so you know what those numbers (and ⭐ candidates ⭐) are whispering about YOUR business. 🧭 So, are you ready to stop playing catch-up and start defining the game? Let's connect. Let's talk. Let's put you ahead of the curve with Local World. 🚀

Knowledge is power.

And this is why you need DEI practioners and embedded strategies in your company. Data and audits contribute to equity.

I would like to setup up a company that works as follows; People registered their I.P with a universal terms. Within those terms people can pay for the data as a product, or people can entry a competition and provide an opinion about the I.P. The derivatives generated from that I.P go to the original I.P and the person or A.I that generates the opinion. The intention is to create a digitalized transparent timeline, where merit based work is rewarded. That people and A.I can gain access to income generating by creating sub product in lieu of payment. This system would be creating a universal databank which can be used to train A.I tools, that have user derived permission, where the users receive compensation in the form of call them points or internal credits. These credits can be exchanged for $$ via an auction that one user trades with another or directly at a quick sell or quick buy option. The displaying of this information would be is complex, and to significantly simplify this a ranking system on the I.P will be established by the sale to a 3rd party of 40% of the profits to enable those users a means of passive income generation. The competitions will funnel 2/3s of the costs back into those ranking, this enables 1/10th of total collection's entry to be assigned to the top place ranking, and 1/100th to the last place. 3/100 would be place towards the common collection pool of all categories, and the winning entry in each collection over 10,000 entries would gain access to their weighted portion of that pool. An alternative way of gaining access to that common pool would be to purchase via internal credits at 1 billion per share. A review of the profit sharing breakdown is as follows; #1 worker/created registering the work(I.P) (10%) #2 employer/host who needs the work down (39%) #3 3rd party investor (40%) #4 internal company profit (10%) #5 common pool of all entries. (1%) The risks would be mitigated for all parties with the following; The worker would receive 5% directly and would contribute 5% for the common pool of workers. Such that any sale will generate everyone a little amount. The employer/host as well as the investors would also have this effect, thereby enabling a product that never sees direct sales a chance to breakeven and make a profit. The rationale behind this is to create a transparent databank for humanity knowledge, and to encourage additional information which is valuable if it's collected. So instead of giving the information away for free, the information would have value. Is this an idea that could become legal? Would seniors who use this systems to comment and sharing their experience, be a potential solution to augment their income? Or would they be employees and lose their pension access and other benefits? Thanks for your time reading this. Andrew Johnson P.Eng

At Pave, we’re on a mission to help companies build confidence in every compensation decision. We offer Market Data—real-time compensation dataset from over 7,500 global companies—for free. Today, we’re introducing even more detail and granularity with new features in Market Data, so comp leaders can make more informed, responsible decisions about their team’s compensation. With these updates, compensation leaders can now explore: ✅ The companies that participate in Pave’s dataset ✅ 50+ new job families  ✅ 40th & 60th pay percentiles ✅ Public and private companies Check out my post about our new features to learn more➡ https://bityl.co/PAbM

In early stage, speed to market is a superpower. Simply getting shit done. Week after week. Win after win. Small wins, big wins, medium size wins. Just get wins on the board. I'll personally do a better job sharing some of our wins, because ultimately they are YOUR wins too. Just this past week: 1. Users saying that our primary quota attainment metric on the summary profile page didn't seem accurate... Prior we were including all roles/submissions (still date limited to past 12 months), and we tweaked that to only include quota carrying roles. 2. "WHEN ARE YOU COMING TO MY COUNTRY?"... A couple months ago we quietly rolled out submitting data in native currencies (~10 of them) and now we've launched salary data for UK, Ireland, Canada, and Australia... more coming. 3. Have you read the reviews on some of the profiles? We've collected 1000s of them (rolling them out slowly you won't see them everywhere but 1000s more added per month). 4. Job matching preferences - We've started alerting our users that they've been proactively matched to jobs based on what we know - go add your location (and a bunch of other preferences if you want to join our early adopter auto-job matching program). Ping me in the comments with questions.

How long will it take me to become financially independent? This graph shows how much you need to save as a % of your salary and how long it will take you. The more you save, the sooner you can retire 🤯 It's not rocket Science. However, this highlights just how much of a difference a structured plan makes, and how important it is Data taken from: crunch Do you think YOU are saving enough for your future? Drop us a comment below 👇🏼