More than the decision. The infrastructure underneath it.
Compensation work is fragmented across job architecture, market data, ranges, policies, employee data and decision history. Stratum is where the company brings that infrastructure together, governs it, uses it on real decisions and preserves the history behind them.
Benchmarking
Tells you what the market pays.
Useful for pricing jobs and setting ranges- Market information is one input to a company decision
Stratum
Brings your compensation infrastructure together and recommends what should happen next.
Market data comes from the providers you already use. Stratum is not the market data source.
- Connects job architecture, market data, ranges, governance, people + pay and decision history
- Evaluates each decision against your own governed framework
- Shows the recommendation, the evidence and the tradeoffs
- Preserves the human rationale and the outcome
External Offer decisions are live today. The broader connected foundation is rolling out to design partners as it ships.
HRIS
Records what ultimately happened.
- System of record for employee and pay data
- Usually not the system of record for why
Start where your compensation program is today.
Build what's missing, rebuild what isn't working, or govern what you already have. From any starting point, the same infrastructure connects your framework, people data, governance and decision history to real pay decisions.
Build
You need to create the foundation.
No documented ranges, philosophy or consistent practice — or pieces scattered across spreadsheets and inboxes. Stratum takes what exists, finds what is missing and builds the structure with you.
Rebuild
You have a foundation, but it has drifted.
Ranges, philosophy and policies exist, but they contradict each other, no longer match how you actually pay, or nobody can say which version is current. Stratum surfaces the gaps and repairs the drift.
Govern
Your foundation is solid. Make it usable.
Turn compensation intent into explicit rules, assumptions and known observations, then review and lock them — so the framework governs decisions instead of living in a document nobody opens.
From any entry point, the framework becomes the thing real decisions run against. Job architecture, market data, ranges, governance, people + pay, decisions and memory stay connected — so the next decision starts with context instead of from scratch.
One decision. Four audiences.
One External Offer, explained the way each person needs to hear it.
What should I take back to the candidate?
The recommended offer and a candidate-facing total rewards view — base, bonus, sign-on, equity and the three-year illustration — in language that can leave the building.
What can we reasonably offer and why?
The recommendation and the tradeoffs: what moving up or down costs against internal peers, the reporting manager relationship and the room left in the range.
Show me the full analysis.
Internal equity, the reporting manager relationship, policy alignment against your configured governance, Growth Capacity and comparable precedent — each with its finding, evidence, methodology and source.
Why was this decision made?
The evidence Stratum used, the recommendation it made, the rationale the human wrote and the prior decisions that informed it — kept together as the record.
The explanation changes by audience. The governed compensation logic underneath it does not.
Questions people actually ask
How Stratum fits alongside your HRIS and benchmarking tools, what it decides today, and what design partner access includes.
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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