Make total rewards work as hard as your business
Compensation philosophy, job architecture, market-priced pay structures, and benefits design that scale with the business. Forward-looking total rewards built to anticipate, not catch up.
Areas of Total Rewards expertise
Total rewards strategy
Clear compensation philosophy and guiding principles aligning pay, benefits, and incentives with business strategy and talent goals.
Job architecture
Structured job families, levels, and career pathways for clarity, internal equity, and scalability.
Market pricing and Benchmarking
Assess roles against market data and conduct employee-level gap analysis. Competitively positioned and grounded in reliable external benchmarks.
Pay structure and incentive design
Salary ranges, pay bands, and short-term incentive plans supporting performance, transparency, and disciplined decisions.
Our experts
Alotten's Total Rewards team helps organizations design and manage compensation, benefits, and rewards programs that support business and talent goals.
Led by Jason Largent, CCP, the team brings deep expertise in Total Rewards strategy across domestic and international organizations. Having supported industries ranging from healthcare and technology to manufacturing, the team understands the complexities of building effective rewards programs. The team helps clients attract, retain, and motivate talent through competitive, business-aligned reward strategies.
Jason Largent, CPP
Real-world impact
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.
Trusted by our partners
Make Total Rewards work harder
Engage our Total Rewards team to design compensation philosophy, job architecture, market pricing, and incentive plans aligned to where the business is going.
