Compensation Principles

About this block

Compensation Principles shows the money before the interview. The left column states the pay philosophy in two paragraphs: published bands, the same everywhere, placement by level rather than negotiation, and annual adjustments nobody has to request. The right column is a salary band table mockup with role, a level chip, and a range column, closed by a caption pointing at the full handbook table.

The bands are one array of role, level, and range rendered as a div table. Showing three levels of one role makes progression visible, which answers the second question candidates have. The caption keeps the sample honest by admitting it is a sample.

When to use

Reach for this block when pay transparency is genuinely your policy, it converts the exact candidates that opaque compensation filters out, and it pairs with the transparent pay card in benefits-grid as the proof behind the claim. Publishing bands also signals operational maturity the way security-pillars-grid does for engineering.

A natural flow around it on a Marketing Pro page:

Before

• Benefits introducing pay transparency as one card among six

After

• Open roles where each role links to its band
• FAQs catching the leveling questions the table raises

What you can display

One strong use is engineering bands across three levels plus two other crafts. Other tables:

• Equity bands. Grant ranges by level with vesting terms in the caption.
• Freelance rates. Published day rates by engagement type for agencies that hire contractors.
• Location policy. One role across regions for companies that do adjust by geography, honesty cuts both ways.

Tip: include three levels of one role, a single band states a number but a ladder states a future.