Compensation Analyst, Orchard & Vine
Three controls, in place for two years at a 1,300-person company. A written placement guide that ties position in range to years of relevant experience, so the first offer is calculated rather than chosen. Any offer above 100% of midpoint needs compensation approval, turned around within one working day. And a monthly report of offers by gender and position in range that goes to the head of talent.
The third did the most. Once recruiters could see their own pattern, the six-point difference at hire fell to under one. Approvals affect about 9% of offers and have not slowed anything measurable.