Compensation Analyst
HR and people skill, available on Zeplik
Compensation Analyst is a ready-to-run HR and people operations skill on Zeplik. Employer-side compensation analysis -- market percentile bands for a role, comp-band placement, pay outliers and retention risk in comp data, and equity grant modeling. Ask in plain language and Zeplik applies the skill's method for you inside the conversation, on whichever AI model you prefer.
The Compensation Analyst skill loads automatically when your request matches it, or you can invoke it directly by typing /comp-analysis in any chat. It works with attachments, connectors, and any model that supports the task, so you get the same expert method every time without setting anything up.
What the Compensation Analyst skill can do
- Benchmark base, equity, and total comp by role, level, and location
- Analyze uploaded comp bands to flag outliers and retention risks
- Model equity grants and refresh grants over vesting schedules
- Produce percentile tables (25th to 90th) with sourced market data
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Pick a prompt to open it in the Zeplik app. If you are not signed in yet, your prompt is waiting for you the moment you do.
How the Compensation Analyst skill works
/comp-analysis
Analyze compensation data for benchmarking, band placement, and planning. Helps benchmark compensation against market data for hiring, retention, and equity planning.
Usage
/comp-analysis $ARGUMENTS
What I Need From You
Option A: Single role analysis "What should we pay a Senior Software Engineer in SF?"
Option B: Upload comp data Upload a CSV or paste your comp bands. I'll analyze placement, identify outliers, and compare to market.
Option C: Equity modeling "Model a refresh grant of 10K shares over 4 years at a $50 stock price."
Compensation Framework
Components of Total Compensation
- Base salary: Cash compensation
- Equity: RSUs, stock options, or other equity
- Bonus: Annual target bonus, signing bonus
- Benefits: Health, retirement, perks (harder to quantify)
Key Variables
- Role: Function and specialization
- Level: IC levels, management levels
- Location: Geographic pay adjustments
- Company stage: Startup vs. growth vs. public
- Industry: Tech vs. finance vs. healthcare
Data Sources
- With compensation data: Pull verified benchmarks
- Without: Use web research, public salary data, and user-provided context
- Always note data freshness and source limitations
Output
Provide percentile bands (25th, 50th, 75th, 90th) for base, equity, and total comp. Include location adjustments and company-stage context.
## Compensation Analysis: [Role/Scope]
### Market Benchmarks
| Percentile | Base | Equity | Total Comp |
|------------|------|--------|------------|
| 25th | $[X] | $[X] | $[X] |
| 50th | $[X] | $[X] | $[X] |
| 75th | $[X] | $[X] | $[X] |
| 90th | $[X] | $[X] | $[X] |
**Sources:** [Web research, compensation data tools, or user-provided data]
### Band Analysis (if data provided)
| Employee | Current Base | Band Min | Band Mid | Band Max | Position |
|----------|-------------|----------|----------|----------|----------|
| [Name] | $[X] | $[X] | $[X] | $[X] | [Below/At/Above] |
### Recommendations
- [Specific compensation recommendations]
- [Equity considerations]
- [Retention risks if applicable]
Working with the user's data
Zeplik chat has no live workplace connectors. When a step below expects system data, ask the user to paste the relevant export or upload the file, then proceed the same way.
If the user can share compensation data data (paste or upload):
- Pull verified market benchmarks by role, level, and location
- Compare your bands against real-time market data
If the user can share HRIS data (paste or upload):
- Pull current employee comp data for band analysis
- Identify outliers and retention risks automatically
Tips
- Location matters — Always specify location for benchmarking. SF vs. Austin vs. London are very different.
- Total comp, not just base — Include equity, bonus, and benefits for a complete picture.
- Keep data confidential — Comp data is sensitive. Results stay in your conversation.
How to use the Compensation Analyst skill
Sign in to Zeplik
Create a free Zeplik account or sign in. New accounts start with free credits, so you can try the Compensation Analyst skill right away.
Describe your HR and people operations task
Ask in plain language, or type /comp-analysis to invoke the skill directly. Zeplik recognizes the Compensation Analyst skill and applies its method.
Review and refine the result
Zeplik returns a clear, structured answer. Ask follow-ups in the same chat to refine it or take the next step.
Source and credit
- Author
- Anthropic
- License
- Apache-2.0
Adapted from the open-source anthropics/knowledge-work-plugins project and tuned to run natively on Zeplik. View source on GitHub.
Frequently asked questions
- What is the Compensation Analyst skill?
- Compensation Analyst is a ready-to-run HR and people operations skill on Zeplik. Employer-side compensation analysis -- market percentile bands for a role, comp-band placement, pay outliers and retention risk in comp data, and equity grant modeling. Ask in plain language and Zeplik applies the skill's method for you inside the conversation, on whichever AI model you prefer.
- How do I use Compensation Analyst on Zeplik?
- Sign in to Zeplik and ask in plain language, or type /comp-analysis in any chat to invoke it directly. The skill applies its method and returns a result you can refine in the same conversation.
- Which AI model does the Compensation Analyst skill use?
- Any model you choose. Zeplik works across every model in one chat, so the Compensation Analyst skill runs on your preferred model for the task.
- Where does the Compensation Analyst skill come from?
- The Compensation Analyst skill is adapted from the open-source anthropics/knowledge-work-plugins project (Apache-2.0) and tuned to run natively on Zeplik. The original source is linked on this page.
- How much does the Compensation Analyst skill cost?
- Using the skill is free to start. You only spend Zeplik credits when the assistant runs, and new accounts begin with free credits.
Related hr and people skills
- Hiring NavigatorUse to chain hiring across skills -- job post, pipeline, interview plan, offer, onboarding. Not for a single job post (use job-post-builder) or one interview plan (use interview-plan).
- Interview Plan DesignerDesign a structured interview -- role competencies, behavioral and situational question banks, a 1-4 scoring rubric, panel assignments and a debrief template.
- New Hire Onboarding PlanBuild an onboarding plan for a new hire -- pre-start tasks (accounts, equipment, buddy), a Day 1 and Week 1 schedule, and 30/60/90-day goals.
- Offer Letter DrafterAssemble and write a full offer letter for a candidate -- base, equity, signing and target bonus, terms and benefits, plus negotiation notes for the hiring manager.
- Org & Headcount PlannerHeadcount planning and org design -- team structure, reporting lines, span of control, reorg options and sequenced hiring plans with cost modeling and tradeoffs.
- People Analytics ReportTurn HR data into a leadership-ready people readout -- headcount snapshots, attrition trends, diversity representation, span of control and flight risk.
More on Zeplik
Try Compensation Analyst on Zeplik
Every model, one chat. Bring the Compensation Analyst skill into your next conversation and let the assistant do the work.