Liam Chen

Replied to in Berlin Chapter · 3d ago

Entgelttransparenzgesetz and the Directive: what changes?

The applicant side is what changes daily work for us. We hire about 400 people a year and recruiters ask for salary history out of habit. Our reading is that th

Replied to in Berlin Chapter · 5d ago

Entgelttransparenzgesetz and the Directive: what changes?

We are preparing the things that take long whatever the final wording says: a clean job architecture, documented criteria for each pay decision, and a first int

Replied to in Sales Compensation · 6d ago

What should customer success managers be paid on, if anything variable at all?

We moved to 85/15 three years ago, with the variable on gross retention only, not expansion. Expansion is credited to account managers, who carry a quota. That

Replied to in London Chapter · 1w ago

UK gender pay gap reporting alongside the EU Directive

We are building one data model with two outputs. Every employee in every country gets a job architecture level and a pay equity grouping, and the UK statutory f

Replied to in Job Architecture & Careers · 2w ago

Has anyone actually held the line on title requests that push people up a grade?

We separated the retention tool from the grade. If someone has a competing offer, the manager can request a retention payment or a market adjustment within the

Replied to in Berlin Chapter · 3w ago

Works councils and job architecture projects

We set up a joint commission from the first week: three from the works council, three from the employer. It reviewed every mapping where the manager and HR disa

Replied to in Sales Compensation · 4w ago

Our SPIFs stopped moving anything. Here is what the data showed

I would not write them off. They fail when they are used to patch a core plan that points the wrong way. If the main plan pays the same rate on every product an

Replied to in Job Architecture & Careers · 2mo ago

Our local exceptions register: 41 entries, and the rule that stops it growing

I'd question 'market practice' as a category at all. In my experience (global bank, 30-odd countries) it is where everything that is really a legacy or a prefer

Posted in Job Architecture & Careers · 3mo ago

Template: the one-page levelling decision record we require for every new role

2 replies

Replied to in Sales Compensation · 3mo ago

Paying the same rate on renewals as on new business: are we overpaying?

We pay 3% on renewal at the same value, 8% on any uplift above last year's value and 10% on new logos. The uplift rate is the important one. It stops the argume

Replied to in Sales Compensation · 8mo ago

How steep should accelerators be once a rep passes 100% of quota?

Seven of the eleven were repeats, all in two regions. That rather answers it. I ran the three-distribution cost model suggested above and the multipliers are fi

Asked in Job Architecture & Careers · 12mo ago

450 people and growing 40% a year: are six levels enough, or are we storing up trouble?

✓ Answered · 4 replies