About Pay

What does it really take to grow in the world of compensation?In this episode, Netflix’s Director of Compensation, Alexis Martinez, and Pequity CEO Kaitlyn Knopp share the real stories, strategies, and mindset shifts that helped them go from early career roles to leading comp at companies like Google, Atlassian, Instacart, and Cruise.They'll talk about:How Kaitlyn went from intern to Head of Comp & People Analytics in 4 yearsAlexis’s journey from IBM consultant to comp leader at Google, Atlassian, and NetflixCareer-defining moments and decisions that made all the differenceTheir best tips for growing your skills, confidence, and impact in total rewardsWhether you're just starting in compensation or aiming for the next big role, this conversation is packed with practical advice and inspiration from two of the best in the field.

Determining pay increases isn’t just about setting a budget—it’s about ensuring fair, competitive, and data-driven compensation decisions that align with your company's philosophy. In this session, we’ll explore how compensation philosophy and market reference points (MRPs) serve as the foundation for structuring merit increases, promotions, and pay equity adjustments.What You’ll Learn:How to align pay increases with your compensation philosophyThe role of MRPs in promotions—moving employees from their current range to the appropriate levelUsing compa-ratios to align pay with the midpoint and adjust for market positioningIf you’re in compensation or HR and want practical advice, this session will give you tips you can use right away.Want to learn more about Pequity? Visit our website to learn more.

What do top compensation leaders at Roblox think about the rise of AI? In this episode, you'll hear directly from the experts shaping the future of compensation.Host Kaitlyn Knopp—CEO and Founder of Pequity—sits down with Swati Bakshi, Director of Compensation Programs, Operations & Systems at Roblox, and Supriya Bahri, VP of People Operations & Total Rewards at Roblox, to discuss how compensation teams can leverage AI.Together, these three top compensation minds break down real-world applications of AI in comp—from streamlining workflows to shifting team skill sets—and share practical ideas you can apply today.In this episode, they cover:- How AI is already being used for analytics, market pricing, and compensation cycles- What AI agents can do to improve workflows and make comp work easier- How to bring AI into your processes without overcomplicating things- What skills comp teams need to stay ahead in this AI-driven worldWhether you're leading comp strategy or just starting to explore AI’s potential, this is a must-listen for forward-thinking HR and total rewards professionals.Want to learn more about Pequity's compensation platform? Visit our website to learn more.

'Twas the Night Before Comp Cycle, when all through HR,Not a creature was stirring, not even a recruiter.The logic was planned in Pequity, ready to be shared,Trainings were completed, and managers were fully prepared. Employee data was integrated, no chance of it being misread,And visions of bonuses danced in the managers' heads.Team leaders were ready, and HRBPs knew the play,As once the cycle was done, we would all take a holiday. When all across Slack there arose such a clatter,I sprang from my seat to see what was the matter.Through every tab I flew like a flash,And opening every message, trying not to be rash. Our CEO was confused, didn't know what was happening!On all the work we had done, they requested remapping,When, what to my wondering eyes should appear,But the Pequity Support and Success team were all here. With directions and guides, so interactive and quick,I knew in a moment that our Cycle would be slick.More rapid than I could, they answered each claim,Making sure to track each @mention and person by name. "Now, Managers! Now, HRBPs! Now, Directors, and Leads!Plan merit, promotions, and equity, please!To approvals on deadline! To Rewards Letters for all!Now, plan away, plan away, plan away, all." As planners logged into Pequity, the decisions started to fly,Planning partners ensuring for each increase they knew why,So into Pequity, the planners and comp team flew,With Pequity full of features - and full of Support too! And then, in a twinkling, I heard on a meeting,That Pequity was easy and Comp Cycle was near completing,As I stepped back from my computer, and was turning around,Pequity Support checked in to see if any questions had been found. They were friendly and helpful, from beginning to end,And they understood my team's needs like a dear comp friend,A bundle of customizations was readily available to insert,And they seemed like my own personal compensation expert. Their messages - how helpful! Their advice how clear!They knew exactly the steps I needed for the end of the year,They tied all our planning up with a bow,And let me start dreaming about skiing in the snow. The Pequity software ensured I had a normal bedtime,Calculated fields even helped managers submit ahead of the deadline.This was the best comp cycle to date; I knew I'd need to celly,I felt as relaxed as a bowl full of jelly. Pequity would help me earn a promotion which filled me with elation,At this point I was organized, snacking, and planning a vacation,Another wave complete, and another department approved,Any end of cycle dread I had was instantly removed. With the planning completed, I created the letters to share,Pequity generated them from templates with custom flair,And laying my head down in bed that night,I couldn't help but smile with quiet delight. My team was ecstatic, Pequity deemed the best software pickup,As finally, our comp cycle was done, without a single hiccup.Employees loved their comp portals that offered them clarity,So Happy Comp Cycle to all, and big thanks to Pequity!

Donald Knight, Chief People Officer at Greenhouse Software, and Tisha Petty-Wilson, Director of People Rewards at Greenhouse Software, discuss pay transparency, compensation and equity practices, onsite and remote negotiations, the importance of compensation and equity in creating a successful work environment, the impact of flexible structures on the advancement of underrepresented groups, providing context and using HR tech software, navigating Greenhouse's current practices and future goals, and recognizing exceptional individuals in HR teams.

Sarah Moses, COO of Prefect, talks about fair compensation, handling remote work challenges, and the emotional impact of pay. She also shares her experience living in a Subaru and climbing canyons. The podcast also includes shout-outs to Molly Duffy and the founders of Compass Coffee.

CEO Jessica Schaefer discusses Bevel PR's unique compensation model, including negotiating pay based on performance and revenue growth. They also explore the inclusion of equity in contracts, the challenges of explaining the model to employees, and the benefits of diversified revenue streams.

Roxanne Petraeus, CEO of Ethena, discusses the overlap between compliance and compensation, the impact of regulations and remote work, and the importance of measuring outcomes and promoting pay equity in this insightful podcast.

Co-founders reflect on their growth, dream customers, and using Pecody for equal pay. They discuss the importance of equity and trade-offs, and highlight their roles in planning and executing. They also share insights on designing their logo and mascot, and express gratitude while teasing upcoming episodes.

Susan Alban, Operating Partner and Chief People Officer at Renegade Partners, discusses negotiating salaries, pay transparency laws, and sharing salaries in job listings. They also explore compensation concerns in hyper growth companies, challenges of implementing structures and handling new pay transparency laws, understanding pay ranges and communication in companies, and the importance of pay philosophy and transparency.