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How to build and run compensation across 70 countries — Oyster case study
We delve into the journey of building and running compensation across 70 countries — at Oyster — a B2B SaaS company. We explore the challenges of determining fair compensation for a diverse global workforce. From establishing a compensation philosophy to creating artificial salary bands and implementing pay transparency, this case study offers valuable insights into navigating the complexities of global compensation.
Inflation should drive changes to minimum wage, not your employee’s salaries.
When it comes to salary adjustments, it's reasonable to apply inflation-based increases when we're talking about things like the minimum wage, but companies must look beyond inflation and consider the job market for effective and fair compensation practices. This means aligning your salary with the market value of your skills and experience.
Internal Mobility Can Improve Your Company’s Financial Health, Too
Internal mobility can improve your company's bottom line by more frequently correcting the cost of talent to their prevailing market rate. Internal mobility can prevent overpaying of talent, as well as the costs associated with underpaying talent through drops in productivity and attrition.
