Pave

Pave ingests real offer letters and payroll data directly from employers and employees, rather than relying on self-reported numbers or surveys. That means its benchmarks reflect actual market transactions — not what people claim — and the data updates continuously instead of once every 12 to 18 months. This gives subscribers a materially faster and more accurate view of compensation trends than traditional providers like Radford or Willis Towers Watson surveys.

Pave is a SaaS company — it licenses access to its benchmarking platform as a software subscription. While it offers some advisory features like offer-letter templates and equity dilution modeling, it does not sell consulting projects. The core business is recurring revenue from the platform, not billable hours.

Pave covers base salary, target bonus, and equity across roles. It benchmarks private company option grants (including strike price and grant size) and public company RSU packages. The platform also models total compensation, dilution impact, and retention value — making it useful for both compensation teams and finance departments.

Pave primarily serves employers — from seed-stage startups to large public companies — that purchase licenses to benchmark their compensation against the market. It also maintains a free employee-facing tool that gives individuals a window into how their pay compares. Investors use Pave indirectly, as portfolio companies often adopt the platform to set competitive offers.

No. Pave aggregates and anonymizes all compensation data. Individual offer details are never attributable to a specific person or company in the dataset. The benchmarking outputs show percentiles and ranges — not individual data points — to protect confidentiality.