Build consistent, defensible pay ranges by role and level, from the value of the role and the market.
| Role or level | Value of the role | Market range | Your pay range (min, mid, max) |
|---|---|---|---|
Comparable work should sit in comparable ranges. If two people doing the same role are paid very differently for no defensible reason, that is the resentment risk to fix. Feed these ranges into the hiring offer so new hires start consistent. A structure never reviewed drifts from the market and quietly becomes a flight risk.
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