Compensation & Pay Equity Intelligence

MeridianTech · Snapshot: March 2025 · 3,400 employees

Median Compa-Ratio
0.91
↓ 3.2% vs. Q4'24
Pay Equity Gap Index
2.4%
Gender-adjusted
Merit Budget to Top Performers
38%
Target: 55%
Regrettable Attrition
11.2%
↑ 2.8pp YoY
Counter-Offer Acceptance
77.8%
14/18 accepted Q1
Offer Acceptance Rate
74%
↓ 9pp vs. Q1'24

Compa-Ratio Distribution by Job Family

Pay Equity Waterfall (Gender-Adjusted)

Market Percentile Positioning by Role Level

Pay Compression: Tenure vs. Compa-Ratio (Engineering)

Counter-Offer Trend (12-Month)

Merit Budget Distribution by Performance Tier

Compensation Cost Variance vs. Plan (Q1 2025)

Job Family Planned Cost Actual Cost Variance Variance % Status
Engineering $14.2M $15.1M +$0.9M +6.3% Over Budget
Product $5.8M $5.9M +$0.1M +1.7% At Risk
Sales $8.4M $8.2M -$0.2M -2.4% On Track
Marketing $3.1M $3.0M -$0.1M -3.2% On Track
Customer Success $4.6M $4.8M +$0.2M +4.3% At Risk
Finance & Legal $2.3M $2.2M -$0.1M -4.3% On Track
HR & Operations $1.9M $2.0M +$0.1M +5.3% At Risk
Total $40.3M $41.2M +$0.9M +2.2%
PRIORITY ALERTS
Engineering compa-ratio compression
47 engineers below 0.90 threshold; 23 in flight-risk window (60-90 days)
Merit dilution to average performers
Top-performer allocation 38% vs. 55% target; risk of A-player attrition in Q2-Q3
Pay equity gap in Product org
Gender-adjusted gap 3.1% (vs. 2.4% company avg); ethnicity gap 2.6%
Offer acceptance rate decline
74% Q1'25 vs. 83% Q1'24; signals market positioning drift in IC4+ roles
Counter-offer cost spike
Avg premium 14.8% Q1'25 vs. 11.2% Q4'24; $420K unplanned comp increase