You can easily control the types of compensation you offer within your Agora Compensation Bands. Toggling each component on/off allows you to track specific elements of compensation in order to create Compensation Bands aligned with your structure. The settings are global, meaning that whichever option is selected in Compensation Settings will be reflected across all ladders and bands.
Edit your Compensation Settings here
When toggled on, this will enable you to enter data into the Salary Low, Salary Target, and Salary High fields within all of your compensation bands.
When toggled on, this setting will enable you to enter information into Equity Low, Equity Target, and Equity High.
There are three options to select from with how equity range data is expressed, including Monetary Value, Percentage, or Number of Shares.
By default, Monetary Value ($) is selected.
The selected option will be reflected in all Compensation Bands in all Ladders.
Equity Settings Notes:
If using the CSV import functionality to import Compensation Bands into Agora, our import/export template includes all three equity column sets. One set of Low, Target, and High for each equity range expression option ($/#/%). If you would like to include equity range data in your Compensation Bands, fill out one or all three equity ranges. Only one range will be displayed within the Compensation Band, but if other data is included in the file it will be stored (but not displayed) until you change the setting.
The equity range data will not be automatically converted or calculated if you toggle across the different equity display types. For example, if you have entered an equity range as Number of Shares into your compensation band and then change the expression setting from Number of Shares (#) to Percentage (%), the percentage range fields will be empty until data is entered.
Agora saves all equity range data even when not being currently expressed
How do your Equity Settings impact Offer Letter creation?
There are two types of equity settings that impact the Offer Letter creation flow. The first is how equity is communicated to candidates and the second is what is displayed in the Comparison box (your internal benchmark).
Equity Communication to Candidates
Equity can be communicated to candidates within their Offer Letter as a Quantity of Shares or Monetary Value. This is controlled in the Offer Equity Settings page.
You can read more about equity communication settings in the Configuring Equity Settings article under the Offer Equity Communication section.
How Equity Settings impact the Comparison box in the Offer Letter creation form
If you have created your Ladders and added Compensation Band information, you'll have the ability to select the appropriate Ladder/Level when creating an Offer Letter for a candidate. The benefit of doing this is it allows the compensation benchmark information for that role to displayed within offer creation! The offer assignee (creator) will see where the candidate is at within the internal band based on information stored in the respective role.
The equity band section of the Comparison box will be displayed based on your equity range setting selection. If no equity band has been entered or the recruiter does not have access to view that data, it will remain blank.
Based on the Quantity of Shares or Equity Value being offered to the candidate, we can display the candidate's estimated % ownership in the company.
While this will not be displayed to the candidate in their Offer Letter, the offer creator will be able to reference where the candidate sits within the band in the Comparison box. The calculation will also appear by the field where equity information is being entered into the offer.
In order for the calculation to be displayed in these two places, it is required that the outstanding shares and monetary value have been entered in the Preferred Price in your Equity Settings.
Additional Compensation Band Settings
Within your Compensation Bands, you are also able to add in additional columns for:
Recruiting High - this column sits in between Salary Target and Salary High and represents the max amount a recruiter should offer a new employee.
Total Compensation - these three columns allow you to enter a Low, Target, and High for a candidate's Total Compensation if your organization has those bands.
Sign-On Bonus - this column allows you to store the max Sign-On bonus the company is willing to offer for a particular Ladder/Level