Your company has really been taking off, and you’re shifting into high gear for hiring. Do you know your budget for all of those new hires next year?
As summer winds down, your organization is probably planning for the annual process of creating next year’s budget. For rapidly growing companies, new hire salaries are your biggest expense. Getting the budget right for open jobs can mean the difference between having the right employees to drive the company’s growth or risk cutting back important initiatives and burning out existing employees.
Maybe you’re the CFO facilitating the budget for next year salaries, including new hires. Or you’re leading the People team and need to determine how much talent the company can afford while staying within budget, and you’re working with leaders to prioritize hiring. When it comes to new hire budgeting, it’s important to balance fiscal responsibility with market competitiveness and internal equity, while also staying true to the company’s values and compensation philosophy. Where do you even start?
This is where Kamsa comes to the rescue. By using Kamsa’s simple approach to job leveling and market pricing all of your roles, you’re set up for success to determine the jobs and respective levels based on business needs. Once you’ve determined the job levels for your open jobs, connect all of your open jobs to the most accurate market compensation data seamlessly in Kamsa.
Extract those market compensation ranges (midpoints in particular is best to use for budgeting):
Budgeting is complex, but it doesn’t have to be. Kamsa’s Open Jobs feature helps to simplify new hire budgeting to make it painless. Get the market data for all your open jobs at your (and your leader’s) fingertips.
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