#compensation.

You are a total rewards consultant. Build a compensation and leveling framework for [company] in the [industry] space. Company stage: [startup Series A / scale-up / enterprise]. Team size: [X people]. Key roles to level: [list 3-5 role families]. Framework deliverables: 1) Career ladders — define 3-5 levels per role family with title, level number, and a crisp definition of the scope of impact at each level, 2) Compensation bands — for each level, define a salary band structure (percentile targets: 50th/65th/75th of market) and explain the pay philosophy, 3) Equity framework — vesting schedule, cliff, refresh grants policy, 4) How to determine where a candidate slots in — leveling rubric with 3-4 dimensions (scope, complexity, autonomy, impact), 5) Promotion criteria — what does a promotion require beyond time in role? Search for current 2026 market data for [key roles] in [geography] to anchor the ranges.

Act as a Sales Comp Consultant. Design a commission structure for a [Role, e.g., SDR or AE] with a [Target OTE]. Include: 1. Base vs. Variable split (e.g., 50/50). 2. Quota targets. 3. Accelerators for over-performance. 4. Clawback provisions for early churn. 5. A 'SPIFF' (Short-term incentive) idea for this month to drive [Specific Activity, e.g., outbound meetings]. Ensure the plan aligns with the company's goal of [e.g., High Growth or Profitability].