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A blue graphic of the three levels of service we provide. Compensation philosophy, job level framework and salary benchmarking.

Get your compensation practices working for you.

We'll craft your philosophy, job levels and salary bands so that you can rest easy with pay that is clear, fair and competitive.

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Who is FNDN for?

We partner with Founders and Heads of People, working at startups that are scaling past Series A.

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An image of a rocket with flames coming out the booster. Tilted 45 degrees to the right.

You need to scale, pronto.

Know what to offer top talent, wherever they are. Make hiring seamless with competitive offers that attract the talent you need, now. Drive consistency through fair, equitable practices and focus on hiring the best, not analysing benchmarks.

A clock face with an arrow around the outside of it pointing counter-clockwise as though turning back time.

Give your people their time back

Stop pay from being a distraction. From employee dissatisfaction to manager uncertainty. Arm yourself and your People team with the clarity they need to educate and inform. Lift engagement and shift the focus from pay-growth to self-growth.

A bar chart with four bars increasing in height. There is an arrow atop the bars pointing up and to the right.

Become a truly commercial leader

Lead with strategic insights on what is your company's biggest line item — your people. Accurately forecast your hiring scenarios and compensation budgets in a way that will soothe Finance, and partner confidently with your peers on the executive team.

Our Services

FOUNDATION

START-UP

SCALE-UP

Compensation Philosophy

Job Levelling Framework

Compensation benchmarking

-

Compensation bands

-

Compensation review

-

-

Implementation support

5 hours

10 hours

15 hours

Program timeframe

4-8 weeks

10-16 weeks

14-20 weeks

Which package is best for you:

Smaller companies needing a foundation for future scale.

Companies with data that need a strategy and structure.

Companies that need to hit the go button on scaling.

Companies feeling the pain of pay inconsistency.

Companies that need compensation sorted.

People teams with limited expertise in compensation.

Our Services

FOUNDATION

START-UP

SCALE-UP

Compensation philosophy

Job levelling framework

Compensation benchmarking

-

Compensation bands

-

Compensation review

-

-

Implementation support

5 hours

10 hours

15 hours

Program timeframe

4-8 weeks

10-16 weeks

14-20 weeks

Best for

Smaller companies needing a foundation for future scale.

Companies with data that need a strategy and structure.

Companies that need to hit the go button on scaling.

Companies feeling the pain of pay inconsistency.

Companies that need compensation sorted.

People teams with limited expertise in compensation.

Our Services

FOUNDATION

Compensation Philosophy

Job Levelling Framework

Implementation support

5 hours

Program timeframe

4-8 weeks

Best for:

Smaller companies needing a foundation for future scale.

Companies with data that need a strategy and structure.

START-UP

Compensation Philosophy

Job Levelling Framework

Compensation benchmarking

Compensation Bands

Implementation support

10 hours

Program timeframe

10-16 weeks

Best for:

Companies that need to hit the go button on scaling.

Companies feeling the pain of pay inconsistency.

SCALE-UP

Compensation Philosophy

Job Levelling Framework

Compensation benchmarking

Compensation Bands

Compensation review

Implementation support

15 hours

Program timeframe

14-20 weeks

Best for:

Companies that need compensation sorted.

People teams with limited expertise in compensation.

Explore our Services

Bespoke strategies, practices and deliverables tailored to you.

A target consisting of a bullseye with two concentric rings, with an arrow coming out of the bullseye.

Compensation Philosophy

What we do:

We deep dive into your business through a combination of data gathering and discovery sessions to ensure a deep understanding of your business, culture and talent strategy.
We turn these findings into a compensation strategy.
We craft you a Compensation Philosophy and iterate with you until it's one you can be proud of.

What you get:

A ready-to-use Compensation Philosophy.

A filled black image of four steps going up to the right.

Job levelling framework

What we do:

We deep-dive into your existing and future organisational design through org charts and people data.
We partner with you to define your hierarchy, job factors and competencies
We generate a ready-to-use Job Level Framework

What you get:

A Job Level Framework you can align your people to
A job levelling rubric (to easily level any role)
A job level dictionary (all titles for all roles/levels)

Four box and whisker plots of varying heights.

Compensation benchmarking

What we do:

We define what data you need based on key roles, peer groups and geographies.
We evaluate three vendors to see who has the best data for you, and help you choose the best dataset.
If required, we’ll (anonymously) submit any salary data back to the vendor.
We’ll craft a connection between your job levels and those in the salary data to ensure an apples-to-apples comparison.

What you get:

A fit-for-purpose market dataset that you can use to readily evaluate salary cost.

A graph with an X and Y axis, and three bands increasing along both the X and Y axis in varying ways.

Compensation bands

What we do:

We analyse available market data for your org design to craft salary ranges imbued with your compensation philosophy.
For roles without data, we work with you to build bespoke salary bands (for example small employee populations in different countries or unique roles etc.).

What you get:

A compensation philosophy-aligned salary range for every role in your organisation.
A handy explainer of your compensation design, adaptable for use in communicating across all stakeholder groups.
A spreadsheet-based benchmarking tool for looking up confirmed salary bands quickly and transparently.

A checkbox with a tick in it.

Compensation review

What we do:

We define the parameters of the analysis in tandem with you, agreeing on the internal and external pay factors and any goals you’d like us to achieve.
We gather all relevant people data to ensure we can meet the needs of the goals.
We analyse the data in line with the goals of the review, and we do a nice write-up of what we found and whether any actions need to be taken as a result of those findings.

What you get:

An actionable report with recommended changes based on meeting band parity or internal equity requirements.
A Google Sheets-based dataset for easy adoption of any chosen recommendations.

Frequently Asked Questions

Does FNDN provide salary data?

We don’t. Because no one salary data vendor meets everyone's needs, and we don’t collect and share data between customers. We define your needs and then recommend a vendor with the best data and coverage of roles. We do not receive any affiliate bonus from any market data vendor — we choose the data that is right for you, not for us.

What happens with the salary data you purchase?

Salary data is purchased by you, and retained by you after our work is complete. We just use it for the project.

How does implementation support work?

Because each customer is unique, all packages are complemented with a basic level of implementation support. This amount is suitable for most smaller customers or those with capability internally, and can be used for things like developing communication plans or supporting your leaders to level their people. For larger and more complex workforces we can discuss additional support you may need during the project setup.

Do you deliver other compensation services beyond these packages?

Yes, we can support your other compensation needs through a custom-designed project. Feel free to book a call or drop a note so that we can learn more.

Do you work with a team?

Nope — We is Me (see ‘Who are FNDN?’ below). We work with only a handful of customers at a time to ensure that we are lean, efficient and cost-effective for those we support. If you need support in an area beyond compensation, such as performance management (a common interface into compensation), then we can refer you to someone in our expanded network.

Still have questions? Contact us so we can better help.

Who are FNDN?

Hi, I’m Matt 👋 Director of FNDN.
I’ve had a career leading People Operations functions across companies small and large, some that achieved acquisition and others that saw unicorn valuations. One constant throughout my People Operations experience, was nailing compensation strategy. When I help establish and implement great practices, I do so with the experience not just of a compensation specialist, but someone who has been responsible for the manager conversations, the employee experience and the commercial wellbeing of a company — just like you.
‍
Follow me on LinkedIn for lots of compensation tips and advice.

A portrait image of the founder (Matt) reclined on a seat starting into the distance.

Media

Sometimes we get featured in stuff. Here's that stuff.

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Leading with impact: HR’s guide to manager empowerment

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Creating fair, transparent and rewarding relationships in the workplace

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People Managing People