Built by people who have made these calls.
Stratum comes from years spent reconstructing the same compensation context by hand for every offer, promotion and adjustment — and deciding that the context should be the system.
Stratum exists so every pay decision is grounded in the company's compensation foundation, made with full context, explained clearly to everyone involved, and remembered long after the decision is made.
✦ Govern the decision
Every pay decision is evaluated against your locked framework, your people data, internal equity and comparable prior decisions before anyone commits to a number.
✦ Support lean teams
Small Total Rewards teams should not be the bottleneck for every pay question. Stratum gives recruiters, hiring managers and People leaders the same governed answer.
✦ Preserve the why
The evidence, the recommendation and the human rationale are kept with the decision, so the next similar call starts with the context of what came before it.
Principles Behind Everything We Build
The principles that shape how Stratum governs pay decisions for People Ops and Total Rewards leaders at growing U.S. companies.
1. A Person Always Decides
Rules govern. AI explains. Humans decide. Stratum analyzes, explains and recommends; it never sets pay or makes the call for you.
3. Consistency Across Decisions
Every decision type runs against the same framework and the same history, so no decision gets a different standard. Exceptions happen inside a decision; they are not a decision of their own.
2. Built for U.S. Complexity
Multi-state teams, pay transparency laws, and shifting benchmarks are the default case, not an edge case we handle later.
4. Preserve the Why
Every decision keeps its inputs, its checks, the recommendation and the written rationale, so lean Total Rewards teams can defend any pay call months later.
1. A Person Always Decides
Rules govern. AI explains. Humans decide. Stratum analyzes, explains and recommends; it never sets pay or makes the call for you.
2. Built for U.S. Complexity
Multi-state teams, pay transparency laws, and shifting benchmarks are the default case, not an edge case we handle later.
3. Consistency Across Decisions
Every decision type runs against the same framework and the same history, so no decision gets a different standard. Exceptions happen inside a decision; they are not a decision of their own.
4. Preserve the Why
Every decision keeps its inputs, its checks, the recommendation and the written rationale, so lean Total Rewards teams can defend any pay call months later.
Help shape how compensation decisions get made.
We're working with compensation and People leaders to refine Stratum around the decisions they handle every day.
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