Using compensly

No, to ensure the accuracy and real-time nature of our compensation data, we require the integration of a supported HRIS or payroll system before granting access to benchmarking data.

We do not support manual spreadsheet uploads or offer data subscriptions as an alternative to the integration requirement. Data accuracy is one of our core values, and we are not willing to compromise on it.

Our tool integrates with a variety of HRIS, payroll, and cap table software systems, including but not limited to Workday, BambooHR, Greenhouse, SAP SuccessFactors, and Carta. If your provider is not listed, please let us know and we can build the integration within 2 weeks.

We collect our compensation data directly from our clients' HRIS and payroll systems via real-time API integrations, which ensures that our data is always accurate and up-to-date. Unlike other providers, we do not rely on outdated or incorrectly reported compensation information obtained from manual surveys.

We have a distinct advantage over other providers due to our focus on tech companies and startups. This allows us to build a unique dataset that is tailored to these industries, providing more relevant and accurate insights.

Firstly, we connect directly to our customers' HRIS, payroll and captable software to offer real-time compensation benchmarking. This allows us to provide up-to-date market insights instead of relying on stale datasets that can be months or even years old.

Another advantage of working with us is that you won't need to fill out manual compensation surveys anymore, saving you valuable time and effort.

In addition, by focusing on the tech industry we can provide more relevant filers, so that you can find data you're really looking for e.g. by funding stage. This allows you to compare your compensation packages to those of companies that are most similar to yours, giving you more accurate benchmarking insights.

Overall, our approach provides more accurate and up-to-date compensation benchmarking data, saves customers time and effort, and includes equity data which is difficult to find elsewhere.


We take data accuracy very seriously and have a number of processes in place to ensure that the data we collect is as accurate as possible. Salary data comes directly from HR and payroll systems, which ensures real-time accuracy. Additionally, we conduct data quality checks with statistical algorithms to identify and correct any errors or outliers in the data.

At our company, we prioritize trust and transparency. To ensure the reliability of filtered data points, we provide clear indications of their relevance and the number of data points used. If the selected filters result in an insufficient number of data points, such as due to a limited number of companies, we will not display the data and instead indicate the lack of sufficient data.

By doing so, we prevent any misrepresentation or linking of compensation with specific companies. Our approach ensures that the data provided is accurate and reliable, enabling our customers to make informed decisions based on trustworthy benchmarking insights.


We take data privacy very seriously and use a combination of methods to ensure that benchmarks cannot be traced back to a single company. This includes anonymizing the data and aggregating it across multiple organizations. Additionally, we only provide benchmarking data when we have data from a minimum number of companies to ensure that the data is sufficiently anonymized.

To protect the privacy of individual employees and companies, we aggregate the benchmarking data and remove any identifying information before presenting it in our product. This ensures that no specific individual or company can be linked to any data slice, thus safeguarding the privacy of all parties concerned.


We have a comprehensive security program in place to ensure that all data is kept secure. This includes using industry-standard encryption to protect data in transit and at rest, as well as implementing strict access controls to prevent unauthorized access to the data. Additionally, we only work with security-focused cloud providers and are in the process of obtaining SOC2 certification ourselves.