Clear decision guides for HR Strategy & Compensation Consulting
Straight comparisons of the tools you're choosing between, honest about where each one falls short. Where we quote a benchmark, we show its source.
16 guides for HR Strategy & Compensation Consulting of 1,000
Repricing a Per-Employee Retainer the Day Headcount Jumps by Forty
How HR strategy and compensation consulting firms can reprice a per-employee-per-month retainer cleanly when a client's acquisition changes headcount mid-cycle.
Tax1099 or Track1099 for an HR Consulting Firm's Own Vendors?
How HR strategy and compensation consulting firms should weigh Tax1099 against Track1099 for filing 1099s on contract recruiters and survey vendors.
An HR Consultancy Practicing What It Advises Clients On
A worked example of an HR strategy and compensation consultancy setting up its own equity plan, and where Pulley or Carta fits the process.
Payroll Processing Changes an HR Firm's Tax Picture
HR strategy advice is exempt, but payroll processing and background-check reselling can be taxable data services. Here is how to tell them apart.
Cube vs Mosaic for HR Consulting Firms: Retainers and Project Margin
How Cube, Mosaic, and Jirav model retainer and project revenue plus compensation study staffing costs for HR strategy and compensation consulting firms.
Pipe vs Capchase for HR Consultants: Retainers vs Comp Studies
Fractional HR retainers bill recurring, but compensation studies and one-time projects don't. Here's what Pipe and Capchase can work with at an HR consultancy.
BILL vs Tipalti for HR Strategy and Compensation Consulting Firms
HR consulting firms mix subcontracted specialists, survey data vendors, and client-billable costs. Here's how BILL and Tipalti fit that payables mix.
NetSuite vs Sage Intacct for HR Consulting's Three Revenue Types
How HR strategy and compensation consulting firms should split retainer, subscription, and hourly revenue between NetSuite and Sage Intacct.
Ramp vs Brex for an HR Consultancy's Benchmarking Costs
See how Ramp and Brex handle compensation survey costs, assessment licenses, and per-engagement tagging for an HR consulting firm.
Keeping Client Confidentiality Intact While Buying Compensation Data
HR strategy and compensation consultants buy sensitive salary survey data per client engagement. Compare how Airbase and Procurify keep that spend organized.
Gusto vs Rippling for an HR Consulting Firm's Own Team
A worked example of how an HR strategy or compensation consulting firm should think through Gusto versus Rippling for its own multi-state staff.
Two Revenue Clocks: Survey Licenses and Project Consulting
Compensation survey licenses defer over a year while project consulting recognizes as delivered. See how FloQast and BlackLine handle both clocks.
Modern Treasury vs Trovata for HR & Compensation Consultants
A worked example of how an HR strategy and compensation consulting firm should weigh Modern Treasury against Trovata across mixed engagement types.
Why Compensation Consultants Often Mess Up Their Own Equity
You build equity plans for clients all day. Here's why your own firm's plan is often the least documented one in the building, and how to fix it.
The Data Handling Question Before You Pick a Tool
Why HR strategy and compensation consulting firms should lock down client data handling first, then use FloQast and AuditBoard for their own close.
Paying Your Own Comp Survey Vendors Without the Irony
A worked example of an HR consulting firm paying overseas comp survey vendors and country specialists, and where late payments actually creep in.