Misaligned total rewards undermines success
Total rewards decisions made without a strategy have created problems. Pay equity and market alignment are wrong, and your compensation and rewards systems are not scaling to meet the organization's goals.
The misalignment is expensive, creates internal dysfunction, and incentivizes the wrong outcomes, undermining your organization's ability to thrieve.
Why total rewards gaps create problems
Compensation and benefits rarely fails because of one bad decision. It drifts as the business scales without the frameworks, systems, and governance to scale with it.
Decisions made fast, without a clear plan
Early compensation choices get made quickly, without philosophy or governance. They compound into structural problems.
Complexity outpaces systems
Roles, geographies, and performance expectations have grown faster than the structures meant to support them.
No single source of truth
Compensation data, benchmarks, and real-time market visibility live in different places. Decisions get made using incomplete or fractured information.
Where we have done this before
Audit revealed role critical gaps
Alotten executed a comprehensive compensation audit for a real estate company, including job architecture, market pricing, and pay ranges. The findings showed employees were paid at market for their titles, but they weren't consistently meeting role criteria, indicating gaps in accountability, workload, and development. The findings enabled the client to realign roles, strengthen development expectations, and elevate performance.
Time-off study closed multi-state gaps
Alotten reviewed paid-leave compliance, market competitiveness, and administrative efficiency for an industrial company, finding multi-state compliance gaps, below-market PTO for early-tenure employees, and inequitable exceptions. We recommended consolidating vacation, sick, and floating holidays into one PTO bank, aligning accruals with market, and adding parental leave. We closed compliance gaps, and provided a roadmap to improve employee experience.
Foundational comp strategy for an early-stage company
Alotten partnered with an early-stage technology organization to build its first structured compensation program from the ground up, encompassing pay philosophy, job leveling, and market-aligned pay ranges suited to its stage of growth. This work resulted in a clear, defensible foundation that the team could stand behind, communicate confidently, and scale as it grew.
The Alotten Way
The Alotten Way turns HR into measurable business performance. We diagnose what's broken, decide what matters most, and solve through tools or partnership.
Take the next step
Connect with a Total Rewards expert
We will work with you to indentify how we can best diagnose and address your challenges.
Assess your Total Rewards program
Run Alotten Score on your total rewards across philosophy, job architecture, pay structure, and market alignment. See where comp is drifting before you rebuild.
