Compensation Benchmarking & Total Rewards Intelligence

Survey data: Q1 2024 Radford

Engineering All Levels SF Bay Area Radford

Comp Competitiveness Index

84%

Target 90% | Gap -6pp

Roles Below P50

+4 since last cycle

Avg Compa-Ratio

0.97

Exceeds Below P50

31%

Target <15%

Offer Accept (>P75)

86%

vs 62% below P50

Total Rewards Premium

38%

vs base salary

Market Percentile Position by Role

Compa-Ratio Distribution by Performance Tier

Band Compression Heatmap

Eng

Data

Product

Design

Sales

Ops

1.52

1.56

1.48

1.51

1.53

1.46

1.44

1.42

1.45

1.50

1.47

1.43

1.29

1.38

1.41

1.44

1.36

1.39

1.35

1.28

1.42

1.50

1.40

1.37

1.38

1.34

1.51

1.52

1.45

1.41

>1.5 Target 1.3-1.5 <1.3 Critical

Total Rewards Breakdown vs Competitors

Merit Distribution vs Performance

Equity Vesting Cliff Calendar (Next 180 Days)

Apr

$420K
3 emp

May

$1.2M
6 emp

Jun

$2.8M
9 emp

Jul

$8.2M
34 emp

Aug

$1.9M
7 emp

Sep

$980K
5 emp

Q3 Risk: 12 high performers in Jul cliff — retention action required

Offer Acceptance by Comp Percentile

Benefits Utilization Rate

Pay Equity Residual

Compensation Competitiveness Detail

Role Family	Level	Count	Avg Base	Market P50	CCI Status	Compa-Ratio	Priority
ML Engineer	L4	8	$168K	$192K	Critical	0.88	1
Senior Data Scientist	L5	12	$154K	$172K	Below Market	0.90	2
Senior Engineer	L6	34	$182K	$185K	At Risk	0.98	3
Product Manager	L5	18	$158K	$152K	Competitive	1.04	5
Data Engineer	L4	14	$142K	$148K	At Risk	0.96	4
Staff Engineer	L7	9	$224K	$215K	Competitive	1.04	5
Engineering Manager	L6	16	$198K	$195K	Competitive	1.02	5
Sales Engineer	L5	11	$135K	$138K	At Risk	0.98	4