compensation-benchmarking
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ChineseCompensation Benchmarking
薪酬基准对比
Help benchmark compensation against market data for hiring, retention, and equity planning.
协助针对招聘、留任和股权规划，根据市场数据进行薪酬基准对比。
Framework
框架
Components of Total Compensation
总薪酬组成部分
- Base salary: Cash compensation
- Equity: RSUs, stock options, or other equity
- Bonus: Annual target bonus, signing bonus
- Benefits: Health, retirement, perks (harder to quantify)
- 基本工资：现金薪酬
- 股权：限制性股票单位（RSUs）、股票期权或其他股权形式
- 奖金：年度目标奖金、签约奖金
- 福利：健康保险、退休计划、额外福利（较难量化）
Key Variables
关键变量
- Role: Function and specialization
- Level: IC levels, management levels
- Location: Geographic pay adjustments
- Company stage: Startup vs. growth vs. public
- Industry: Tech vs. finance vs. healthcare
- 岗位：职能与专业方向
- 职级：个人贡献者职级、管理层职级
- 地区：地域薪资调整
- 公司阶段：初创公司、成长型公司 vs 上市公司
- 行业：科技、金融 vs 医疗健康
Data Sources
数据源
- With ~~compensation data: Pull verified benchmarks
- Without: Use web research, public salary data, and user-provided context
- Always note data freshness and source limitations
- 有薪酬数据时：提取经过验证的基准数据
- 无薪酬数据时：使用网络调研、公开薪资数据和用户提供的背景信息
- 始终需注明数据的时效性和来源限制
Output
输出内容
Provide percentile bands (25th, 50th, 75th, 90th) for base, equity, and total comp. Include location adjustments and company-stage context.
提供基本工资、股权和总薪酬的百分位区间（第25、50、75、90百分位）。包含地域调整和公司阶段相关背景信息。