Yes. Comprehensive can provide sample benchmarking cuts from supported datasets upon request so customers can evaluate coverage, structure, and comparability versus other market data providers.
Yes. Comprehensive supports Canadian benchmarking through third-party datasets, including the ability to narrow results by province or region where available.
Comprehensive offers multiple benchmarking sources, including third-party datasets from providers like Mercer and Salary.com, as well as an internal dataset informed by anonymized customer data and publicly available market information.
Benchmarking is based on standardized role definitions within each dataset. While it does not fully interpret custom job descriptions automatically, users can select and adjust benchmark matches, blend roles, and apply judgment to reflect job scope accurately.
Yes. Benchmarking data is generally cross-industry and can be filtered by attributes such as location, industry, company size, and other factors, depending on the dataset.
Comprehensive combines multiple datasets in a single workflow, allowing users to compare, blend, and analyze market data directly alongside employee compensation data, approvals, and analytics rather than in separate tools or spreadsheets.
Coverage varies by role and dataset. Many common and semi-specialized roles are well covered, while highly niche or hybrid roles may require blended benchmarks or internal calibration using multiple data sources.
Yes. Where supported by the dataset, users can filter by industry or sector. Mercer access may include multiple datasets, such as broad market and technology-focused views, depending on the customer’s configuration.
It’s recommended to use simple, descriptive names (e.g., “2025 Merit” or “FY25 Compensation Review”) and avoid duplicating system-generated wording in notifications.
Yes. A single cycle can include promotions, base salary changes, bonus targets, bonus payouts, and equity grants, all configured within one workflow.
Common approaches include merit matrices based on performance, comp-ratio or range position adjustments, eligibility rules by tenure or hire date, and floors or caps tied to pay ranges.
Yes. Administrators can adjust rules, formulas, and configurations during an active cycle. Employees do not see any changes until award letters are released at the end of the cycle.
Pricing is typically based on a per-employee, per-month model and billed annually. Headcount changes are tracked periodically and prorated for the remainder of the contract term.
Pricing is calculated monthly per employee but billed annually.
Headcount changes are reviewed on a regular cadence, and pricing adjustments are prorated based on increases or decreases in employee count.
Yes. Headcount is tracked automatically through HRIS integrations.
Comprehensive typically offers annual agreements with high-touch customer support, including direct access to implementation and support teams.
No. Pricing is based on total employee count, not on the number or type of users accessing the system.
Yes. Pricing is quoted in USD unless otherwise specified.
Comprehensive pricing reflects its broader scope, combining benchmarking, compensation workflows, analytics, and employee communications in a single platform rather than a standalone data product.
Performance ratings can typically be uploaded and validated the same day. It’s recommended to load ratings at least one to two days before launch to allow time for quality checks and adjustments.
Implementation generally includes HRIS integration, data validation, cycle configuration, and manager readiness. Most customers complete setup within two to four weeks, depending on complexity and responsiveness.
Companies typically begin implementation one to three months ahead of a planned compensation cycle to allow time for configuration, testing, and stakeholder alignment.
Implementation timelines vary, but some customers go live in as little as a few days. Most implementations complete within two to four weeks with dedicated support.
There is a standard implementation fee that can often be waived. Customers receive high-touch onboarding with a dedicated implementation lead and ongoing support.
Benchmarking can be activated quickly after access is provisioned. Users can typically begin searching roles and reviewing market data shortly after setup.
Yes. Administrators can customize which columns appear by default, which are optional, and how information is organized to keep the UI clean.
Inactive or terminated employees are excluded from active cycles and can be hidden from manager views based on status synced from the HRIS.
Yes. Columns can be added, removed, or reordered to mirror existing spreadsheet workflows.
Both options are supported. Fields can be fully editable, partially editable, or controlled by formulas depending on configuration.
Yes. Final amounts can be formula-driven, manually editable, or a combination of both.
Yes. Field-level configuration allows administrators to define defaults and optional fields for managers.
Yes. Hard caps and soft warnings can be applied to specific fields, with optional justification requirements.
Yes. Companies can provide logic based on factors like role and years of experience, and Comprehensive can implement those formulas.
Total Rewards dashboards require compensation data and, optionally, benefits and equity data. They are commonly launched at the end of a compensation cycle but can be rolled out at any time.
Compensation is typically displayed in local currency, with optional conversion using configurable exchange rates when needed.
Bonus targets and commissions are typically uploaded or maintained manually unless reliably synced from the HRIS. Once uploaded, they can be kept up to date for accurate Total Rewards displays.
Total Rewards can include base salary, bonuses, variable compensation, equity, benefits, and other employer-provided rewards, depending on available data.
Yes. Benefits and other rewards such as PTO or holidays can be included, either via HRIS integrations or manual uploads.
When benefits data is not available through integration, employer-paid benefit costs can be uploaded manually and displayed with explanatory notes.
Employees access Total Rewards dashboards through their Comprehensive account using SSO, where they can also view award letter history.
Yes. Content can be customized by attributes such as country or region to support local requirements.
Bonus targets represent intended compensation amounts, while bonus awards represent actual payouts for a specific cycle.
If bonus targets do not sync reliably from the HRIS, they can be uploaded once and maintained manually.
Yes. Bonus-only cycles can be run independently to automate calculations and generate award letters.
Yes. Comprehensive supports multiple bonus cycles with different schedules and eligibility rules.
Yes. Eligibility rules can restrict bonus participation to defined subsets of employees.
Yes. Bonus calculations can be configured using multiple components, formulas, and weighting to match existing models.
Yes. Variable compensation and OTE structures can be configured and managed within the platform.
Yes. Performance ratings from integrated systems can be pulled into compensation cycles and used in suggestion logic.
Yes. Ratings can be used as inputs to formulas that drive suggested increases or eligibility.
No. Any structured input, such as categorical ratings or manager responses, can be used to inform compensation logic.
Yes. Selected performance fields or questions can be displayed alongside compensation actions for calibration.
No. Comprehensive focuses on compensation management but integrates with performance systems to use their outputs.
Promotion workflows capture core fields such as new title, role or band, and compensation changes, along with optional justification questions.
Common practices include setting increases to the low end of the new range or using a fixed percentage, along with tenure-based eligibility rules.
Comprehensive supports compensation cycles, benchmarking, pay ranges, Total Rewards dashboards, analytics, and employee communications.
Modules can include benchmarking datasets, compensation management, pay ranges, and Total Rewards, with packaging depending on customer needs.
Candidate-facing Total Rewards and offer letter experiences are on the product roadmap.
Market data coverage may be limited for highly niche roles, and human judgment is often required to supplement benchmarks.
Yes. Comprehensive centralizes compensation planning and eliminates the need for fragmented spreadsheets.
Yes. Companies can provide scrubbed sample data to validate scenarios through custom demos or trials.
Yes. Sandbox environments are available when needed, though many customers evaluate using guided demos instead.
Yes. Comprehensive integrates with leading HRIS platforms and can use them as the system of record for employee demographics, compensation data, and organizational structure.
Integrations typically sync on a regular cadence (often daily). Synced data commonly includes employee profiles, compensation fields, job information, and organizational hierarchy. Supported fields depend on the HRIS.
The BambooHR integration is authenticated through the Comprehensive platform and typically syncs employee data shortly after connection. Initial syncs generally complete within minutes, with ongoing updates handled automatically.
Employees on leave can remain included in cycles while eligibility rules determine whether they can receive compensation changes. Companies can exclude or flag these employees based on their policies.
When an employee is marked as terminated in the HRIS, Comprehensive updates their status accordingly. Terminated employees can be automatically excluded from active compensation cycles.
In most cases, no. Employee data flows directly from the HRIS. Manual uploads are typically only required for data not stored in the HRIS, such as certain bonus targets or custom fields.
Hourly rates and related compensation fields are pulled from the HRIS. Budgeting and increase calculations are based on the configured compensation model, with flexibility to handle hourly or salaried employees.
Today, job profile assignment is typically handled manually, though automation using HRIS fields is supported in some cases and continues to expand as integrations evolve.
Yes. Justification requirements are configurable and can be enforced for specific actions, such as exceeding suggested increases or overriding guidelines.
Yes. Administrators can configure custom justification questions for promotions and salary changes, including multiple prompts and tailored wording.
Yes. Notifications are recommended to prompt managers and approvers when actions are required, helping reduce delays and manual follow-ups.
Approval chains are configurable by role, hierarchy, or organization structure. Approvers can be added, removed, or reassigned as needed, including during an active cycle.
Yes. Cycles can be configured so managers recommend compensation amounts, with approvals layered on top. Alternatively, recommendations can be restricted to admins only.
Companies typically designate direct managers as proposers and senior leaders or HR as approvers. The structure is flexible and can be tailored to organizational preferences.
Yes. Approval logic and workflows can be customized by country or region using HRIS attributes to support local policies and compliance requirements.
Yes. While approvals may be submitted at a group level, approvers can review and edit individual employee recommendations and add notes as needed.
No. Pay ranges are optional. Compensation cycles can run without formal ranges, and ranges can be added later if desired.
Common approaches include bringing employees up to range minimums, capping increases at range maximums, or using performance- and comp-ratio-based matrices.
Yes. Pay ranges can be imported and maintained within the platform, with support for ongoing updates.
Yes. Comprehensive can model compa-ratio philosophies and display employee positioning within pay ranges.
Companies can benchmark roles, adjust market matches, and create internal pay ranges to manage progression and prevent compression rather than relying solely on raw market data.
Yes. Benchmark targets can be adjusted and aligned with internal leveling or grading frameworks.
Yes. Pay ranges can be mapped to job titles or groups of titles, making it easy to find the appropriate range when reviewing compensation or posting roles.
Yes. Leveling fields can be pulled from the HRIS or added as custom fields for use in cycles, reporting, and analytics.
Yes. Comprehensive supports analytics needed for EU pay transparency requirements, with reporting capabilities that continue to expand.
Yes. Compensation can be normalized to full-time equivalent values for fair comparison.
Yes. Views are configurable and can include custom HRIS fields such as gender, age, or job codes.
Yes. Analytics can segment compensation data by demographic attributes when available.
Yes. Age-based reporting is supported if age data exists or is provided as a custom field.
Yes. Comprehensive supports broader analytics related to compensation, promotions, and internal equity beyond basic market benchmarking.
Yes. Promotion rates and outcomes can be segmented by demographic attributes.
Yes. Benchmark distributions can be segmented to support equity analysis.
Yes. Award letter templates can reference calculated values such as percent increases, and visibility can be configured.
Yes. Award letters can be generated from uploaded data, providing a structured alternative to manual mail merges.
Yes. Comprehensive supports configurable templates for compensation and award letters delivered digitally.
Additional guidance can be included through configurable templates or supporting materials to help employees understand compensation decisions.
Yes. Administrators can see which letters have been sent or acknowledged and can bulk-send outstanding communications.
Award letters are delivered through the platform as web-based documents with optional PDF downloads.
Common approaches include fixed percentage pools, dynamic budgets based on suggested increases, or combined budgets for merit and promotions.
Budgets are typically combined into a single pool, with flexibility to adjust percentages or base budgets on suggested values.
Yes. Eligibility rules can be used to calculate budgets dynamically by department, country, or other attributes.
Yes. Managers can see their total available budget and real-time usage as they make recommendations.
Budget overruns trigger visual warnings and can require justification, with final decisions routed through approvals.
Yes. Comprehensive can integrate with equity platforms to display equity data in Total Rewards or reporting.
Yes. Equity grants can be included in cycles, with visibility restricted based on permissions.
Yes. Equity data can be restricted to specific roles such as HR, Finance, or executive leadership.
Equity integrations can be enabled when appropriate. Some companies choose to add equity data later due to sensitivity.
Suggestion logic is commonly based on performance ratings, range position, or a combination of both, with configurable defaults.
Many companies limit proration to bonuses rather than merit. Edge cases are typically handled through admin review or overrides.
Proration is more common for bonus payouts and less common for merit increases, depending on company policy.
Yes. Contractors and other non-eligible worker types can be permanently excluded using filters and eligibility rules.
Eligibility rules can be set based on hire date, employment type, country, performance, or other attributes, with flexibility for overrides.
Comprehensive supports SSO options such as SAML-based providers and integrates with common identity systems.
Yes. Comprehensive supports security reviews and complies with standards such as SOC 2, GDPR, and CCPA.
Yes. Comprehensive can provide sample benchmarking cuts from supported datasets upon request so customers can evaluate coverage, structure, and comparability versus other market data providers.
Yes. Comprehensive supports Canadian benchmarking through third-party datasets, including the ability to narrow results by province or region where available.
Comprehensive offers multiple benchmarking sources, including third-party datasets from providers like Mercer and Salary.com, as well as an internal dataset informed by anonymized customer data and publicly available market information.
Benchmarking is based on standardized role definitions within each dataset. While it does not fully interpret custom job descriptions automatically, users can select and adjust benchmark matches, blend roles, and apply judgment to reflect job scope accurately.
Yes. Benchmarking data is generally cross-industry and can be filtered by attributes such as location, industry, company size, and other factors, depending on the dataset.
Comprehensive combines multiple datasets in a single workflow, allowing users to compare, blend, and analyze market data directly alongside employee compensation data, approvals, and analytics rather than in separate tools or spreadsheets.
Coverage varies by role and dataset. Many common and semi-specialized roles are well covered, while highly niche or hybrid roles may require blended benchmarks or internal calibration using multiple data sources.
Yes. Where supported by the dataset, users can filter by industry or sector. Mercer access may include multiple datasets, such as broad market and technology-focused views, depending on the customer’s configuration.
Yes. Comprehensive integrates with leading HRIS platforms and can use them as the system of record for employee demographics, compensation data, and organizational structure.
Integrations typically sync on a regular cadence (often daily). Synced data commonly includes employee profiles, compensation fields, job information, and organizational hierarchy. Supported fields depend on the HRIS.
The BambooHR integration is authenticated through the Comprehensive platform and typically syncs employee data shortly after connection. Initial syncs generally complete within minutes, with ongoing updates handled automatically.
Employees on leave can remain included in cycles while eligibility rules determine whether they can receive compensation changes. Companies can exclude or flag these employees based on their policies.
When an employee is marked as terminated in the HRIS, Comprehensive updates their status accordingly. Terminated employees can be automatically excluded from active compensation cycles.
In most cases, no. Employee data flows directly from the HRIS. Manual uploads are typically only required for data not stored in the HRIS, such as certain bonus targets or custom fields.
Hourly rates and related compensation fields are pulled from the HRIS. Budgeting and increase calculations are based on the configured compensation model, with flexibility to handle hourly or salaried employees.
Today, job profile assignment is typically handled manually, though automation using HRIS fields is supported in some cases and continues to expand as integrations evolve.
It’s recommended to use simple, descriptive names (e.g., “2025 Merit” or “FY25 Compensation Review”) and avoid duplicating system-generated wording in notifications.
Yes. A single cycle can include promotions, base salary changes, bonus targets, bonus payouts, and equity grants, all configured within one workflow.
Common approaches include merit matrices based on performance, comp-ratio or range position adjustments, eligibility rules by tenure or hire date, and floors or caps tied to pay ranges.
Yes. Administrators can adjust rules, formulas, and configurations during an active cycle. Employees do not see any changes until award letters are released at the end of the cycle.
Yes. Justification requirements are configurable and can be enforced for specific actions, such as exceeding suggested increases or overriding guidelines.
Yes. Administrators can configure custom justification questions for promotions and salary changes, including multiple prompts and tailored wording.
Yes. Notifications are recommended to prompt managers and approvers when actions are required, helping reduce delays and manual follow-ups.
Approval chains are configurable by role, hierarchy, or organization structure. Approvers can be added, removed, or reassigned as needed, including during an active cycle.
Yes. Cycles can be configured so managers recommend compensation amounts, with approvals layered on top. Alternatively, recommendations can be restricted to admins only.
Companies typically designate direct managers as proposers and senior leaders or HR as approvers. The structure is flexible and can be tailored to organizational preferences.
Yes. Approval logic and workflows can be customized by country or region using HRIS attributes to support local policies and compliance requirements.
Yes. While approvals may be submitted at a group level, approvers can review and edit individual employee recommendations and add notes as needed.
Pricing is typically based on a per-employee, per-month model and billed annually. Headcount changes are tracked periodically and prorated for the remainder of the contract term.
Pricing is calculated monthly per employee but billed annually.
Headcount changes are reviewed on a regular cadence, and pricing adjustments are prorated based on increases or decreases in employee count.
Yes. Headcount is tracked automatically through HRIS integrations.
Comprehensive typically offers annual agreements with high-touch customer support, including direct access to implementation and support teams.
No. Pricing is based on total employee count, not on the number or type of users accessing the system.
Yes. Pricing is quoted in USD unless otherwise specified.
Comprehensive pricing reflects its broader scope, combining benchmarking, compensation workflows, analytics, and employee communications in a single platform rather than a standalone data product.
No. Pay ranges are optional. Compensation cycles can run without formal ranges, and ranges can be added later if desired.
Common approaches include bringing employees up to range minimums, capping increases at range maximums, or using performance- and comp-ratio-based matrices.
Yes. Pay ranges can be imported and maintained within the platform, with support for ongoing updates.
Yes. Comprehensive can model compa-ratio philosophies and display employee positioning within pay ranges.
Companies can benchmark roles, adjust market matches, and create internal pay ranges to manage progression and prevent compression rather than relying solely on raw market data.
Yes. Benchmark targets can be adjusted and aligned with internal leveling or grading frameworks.
Yes. Pay ranges can be mapped to job titles or groups of titles, making it easy to find the appropriate range when reviewing compensation or posting roles.
Yes. Leveling fields can be pulled from the HRIS or added as custom fields for use in cycles, reporting, and analytics.
Performance ratings can typically be uploaded and validated the same day. It’s recommended to load ratings at least one to two days before launch to allow time for quality checks and adjustments.
Implementation generally includes HRIS integration, data validation, cycle configuration, and manager readiness. Most customers complete setup within two to four weeks, depending on complexity and responsiveness.
Companies typically begin implementation one to three months ahead of a planned compensation cycle to allow time for configuration, testing, and stakeholder alignment.
Implementation timelines vary, but some customers go live in as little as a few days. Most implementations complete within two to four weeks with dedicated support.
There is a standard implementation fee that can often be waived. Customers receive high-touch onboarding with a dedicated implementation lead and ongoing support.
Benchmarking can be activated quickly after access is provisioned. Users can typically begin searching roles and reviewing market data shortly after setup.
Yes. Administrators can customize which columns appear by default, which are optional, and how information is organized to keep the UI clean.
Inactive or terminated employees are excluded from active cycles and can be hidden from manager views based on status synced from the HRIS.
Yes. Columns can be added, removed, or reordered to mirror existing spreadsheet workflows.
Both options are supported. Fields can be fully editable, partially editable, or controlled by formulas depending on configuration.
Yes. Final amounts can be formula-driven, manually editable, or a combination of both.
Yes. Field-level configuration allows administrators to define defaults and optional fields for managers.
Yes. Hard caps and soft warnings can be applied to specific fields, with optional justification requirements.
Yes. Companies can provide logic based on factors like role and years of experience, and Comprehensive can implement those formulas.
Yes. Comprehensive supports analytics needed for EU pay transparency requirements, with reporting capabilities that continue to expand.
Yes. Compensation can be normalized to full-time equivalent values for fair comparison.
Yes. Views are configurable and can include custom HRIS fields such as gender, age, or job codes.
Yes. Analytics can segment compensation data by demographic attributes when available.
Yes. Age-based reporting is supported if age data exists or is provided as a custom field.
Yes. Comprehensive supports broader analytics related to compensation, promotions, and internal equity beyond basic market benchmarking.
Yes. Promotion rates and outcomes can be segmented by demographic attributes.
Yes. Benchmark distributions can be segmented to support equity analysis.
Total Rewards dashboards require compensation data and, optionally, benefits and equity data. They are commonly launched at the end of a compensation cycle but can be rolled out at any time.
Compensation is typically displayed in local currency, with optional conversion using configurable exchange rates when needed.
Bonus targets and commissions are typically uploaded or maintained manually unless reliably synced from the HRIS. Once uploaded, they can be kept up to date for accurate Total Rewards displays.
Total Rewards can include base salary, bonuses, variable compensation, equity, benefits, and other employer-provided rewards, depending on available data.
Yes. Benefits and other rewards such as PTO or holidays can be included, either via HRIS integrations or manual uploads.
When benefits data is not available through integration, employer-paid benefit costs can be uploaded manually and displayed with explanatory notes.
Employees access Total Rewards dashboards through their Comprehensive account using SSO, where they can also view award letter history.
Yes. Content can be customized by attributes such as country or region to support local requirements.
Yes. Award letter templates can reference calculated values such as percent increases, and visibility can be configured.
Yes. Award letters can be generated from uploaded data, providing a structured alternative to manual mail merges.
Yes. Comprehensive supports configurable templates for compensation and award letters delivered digitally.
Additional guidance can be included through configurable templates or supporting materials to help employees understand compensation decisions.
Yes. Administrators can see which letters have been sent or acknowledged and can bulk-send outstanding communications.
Award letters are delivered through the platform as web-based documents with optional PDF downloads.
Bonus targets represent intended compensation amounts, while bonus awards represent actual payouts for a specific cycle.
If bonus targets do not sync reliably from the HRIS, they can be uploaded once and maintained manually.
Yes. Bonus-only cycles can be run independently to automate calculations and generate award letters.
Yes. Comprehensive supports multiple bonus cycles with different schedules and eligibility rules.
Yes. Eligibility rules can restrict bonus participation to defined subsets of employees.
Yes. Bonus calculations can be configured using multiple components, formulas, and weighting to match existing models.
Yes. Variable compensation and OTE structures can be configured and managed within the platform.
Common approaches include fixed percentage pools, dynamic budgets based on suggested increases, or combined budgets for merit and promotions.
Budgets are typically combined into a single pool, with flexibility to adjust percentages or base budgets on suggested values.
Yes. Eligibility rules can be used to calculate budgets dynamically by department, country, or other attributes.
Yes. Managers can see their total available budget and real-time usage as they make recommendations.
Budget overruns trigger visual warnings and can require justification, with final decisions routed through approvals.
Yes. Performance ratings from integrated systems can be pulled into compensation cycles and used in suggestion logic.
Yes. Ratings can be used as inputs to formulas that drive suggested increases or eligibility.
No. Any structured input, such as categorical ratings or manager responses, can be used to inform compensation logic.
Yes. Selected performance fields or questions can be displayed alongside compensation actions for calibration.
No. Comprehensive focuses on compensation management but integrates with performance systems to use their outputs.
Yes. Comprehensive can integrate with equity platforms to display equity data in Total Rewards or reporting.
Yes. Equity grants can be included in cycles, with visibility restricted based on permissions.
Yes. Equity data can be restricted to specific roles such as HR, Finance, or executive leadership.
Equity integrations can be enabled when appropriate. Some companies choose to add equity data later due to sensitivity.
Promotion workflows capture core fields such as new title, role or band, and compensation changes, along with optional justification questions.
Common practices include setting increases to the low end of the new range or using a fixed percentage, along with tenure-based eligibility rules.
Suggestion logic is commonly based on performance ratings, range position, or a combination of both, with configurable defaults.
Many companies limit proration to bonuses rather than merit. Edge cases are typically handled through admin review or overrides.
Proration is more common for bonus payouts and less common for merit increases, depending on company policy.
Yes. Contractors and other non-eligible worker types can be permanently excluded using filters and eligibility rules.
Eligibility rules can be set based on hire date, employment type, country, performance, or other attributes, with flexibility for overrides.
Comprehensive supports SSO options such as SAML-based providers and integrates with common identity systems.
Yes. Comprehensive supports security reviews and complies with standards such as SOC 2, GDPR, and CCPA.
Comprehensive supports compensation cycles, benchmarking, pay ranges, Total Rewards dashboards, analytics, and employee communications.
Modules can include benchmarking datasets, compensation management, pay ranges, and Total Rewards, with packaging depending on customer needs.
Candidate-facing Total Rewards and offer letter experiences are on the product roadmap.
Market data coverage may be limited for highly niche roles, and human judgment is often required to supplement benchmarks.
Yes. Comprehensive centralizes compensation planning and eliminates the need for fragmented spreadsheets.
Yes. Companies can provide scrubbed sample data to validate scenarios through custom demos or trials.
Yes. Sandbox environments are available when needed, though many customers evaluate using guided demos instead.
