Hi friends,
One of our most-read guides is back (baby!), and with a big refresh. We’ve just relaunched The Bright + Early Guide to Paying People.
In it, you’ll find a step-by-step on how to build a compensation philosophy, use research to create salary bands, and think through total compensation (benefits, bonuses, equity, and more). Whether you’re doing this for the first time or just need a reset, it’s designed to be practical, accessible, and hands-on.
Since we published v1 of this guide a few years ago, our practice in (and passion for) compensation has grown by a huge measure. We’ve now built hundreds of custom comp structures for tech, nonprofit, and creative teams across the globe, which is extra cool if we’re also working with them on their team’s performance and engagement (so we can see them skyrocket once pay is clearer). Another thing I love about this work is how well it demonstrates that inclusion and high performance go hand in hand. Those two things aren’t opposites; they’re both served by clear, fair, objectively designed and well-communicated ways of designing work.
Another thing that’s changed? Pay transparency laws have rolled out across states and provinces everywhere, and continue to do so. Organizations are being called on to share what they pay, and to justify it. If you’re an earlier stage organization that’s never tackled making pay bands, it can be hard to figure out where to even start.
So, why are we giving away the secret sauce? Though you can certainly hire us to build you an amazing comp system, we believe in open-sourcing what we do, so that workplaces everywhere can be a little better-designed and a little more inclusive, no matter their budget.
We hope it helps you build something great.
Nora
Bright Reads ☀️
Curated reads and resources re: building great places to work.
Companies are using influencers for recruitment now. (Vanessa Raath)
The untold story of the JPEG. (IEEE Spectrum)
What HR can do to support working parents in summer. (HR Executive)
Why are we lying to young people about work? (Maalvika Mehra on Substack)
The current state of office fashion. (Washington Post)
Even bumble bees need personal days. (UC Riverside News)
TikTok’s employee performance system has leaked. (Business Insider)
Iceland’s 4 day work week, 5 years later. (Glass Almanac)
Wealthsimple has a new program to hire kids right out of high school. (The Globe and Mail)
What’s New at B+E ⛅️
In case you missed it, we recently launched a whole new look and website.
Bright Jobs ☀️
Every issue, we’ll share a curated list of exciting jobs at Bright + Early partners. Bright + Early organizations are all committed to building human, inclusive places to work. Note that we’re not involved in hiring– please apply directly.
Blue Door is working on ending homelessness, and they’re hiring for their program and HR teams.
The Drake Hotel is hiring for their hospitality and corporate teams.
Unbounce is hiring on their People Operations and Customer Success teams.
Equality Fund is hiring for Financial Analyst, Program Manager (First Response Fund), and Program Officer roles.
Luminato is hiring a Director of Philanthropy.
Promise Robotics is hiring a Director of People and Culture based in Edmonton
Coming Up 👀
June 27 is Canadian Multiculturalism Day
July 1 is Canada Day (mostly observed as a day off on the 1st, a Tuesday)
July 4 is U.S. Independence Day
July 14 is International Non-Binary People's Day
July is Disability Pride Month
👋🏽 Bright + Early is a team of progressive HR pros that can help you build incredible people programs. Learn more about us on our website, or just reply to this email if you’d like to connect. |
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