Figures

“Compensation is such a key topic and it has always been so difficult to have reliable market data. Thanks to Figures this is now changing and I can’t recommend the platform enough!”

“Figures is an essential platform for building a compensation policy that matches Qonto's ambitions”

“Figures enables Treatwell to empower our leaders to make wise and conscious budgeting decisions when it comes to new roles and reviews.”

“We can see the trustworthiness of the data; five stars for how reliable the data is.”

“Salary Bands are useful for establishing a source of truth for hiring and promotions, but their true value lies in convincing internal stakeholders.”

“Figures has benefited lots of team members – it’s helped us to make sure we’re happy about where people are sitting, and it encourages them to feel good about it as well.”

“Figures helped us build a full salary transparency structure, making it easier to transition into an open, fair compensation model.”

“When a company is scaling, you need solid foundations in your talent management cycle and that includes everything: how you hire, how you assess performance, how you reward performance, how you pay people. The sooner you've got those foundations, the better. You can scale. I believe that Figures provides a big part in that.”

“The future for us is training local HR managers to use Figures and empowering them to make local decisions.”

“I think it increases that credibility internally; you know, when we say 50k we're not just putting the number out of there. We can show [employees] Figures and say look – this is where the data is coming from.”

“When we get candidates coming in with counter offers, we have internal discussions, and sometimes it's only around 3-4k difference if it's a junior employee, but if we have the data to back it up, it saves us time. It saves us money.”

“It's allowed us to look at our internal employees and see if people are above market, below market, or in line. We can take that into account in performance reviews.”

““Setting salaries without benchmarking is like going hiking without a map: it’s a waste of time, and you might break a leg.””

““Figures allows us to arbitrate the salaries – and keep the peace.””

““Salary review gives our employees the opportunity to challenge the salary, with full knowledge of the facts,””

““Figures is a goldmine. Data is essential – we can’t rely on our intuition or opinions.””

““Figures was very valuable in establishing a sound basis for salary policy,””

““We are now better equipped with really reliable information where we can also set different parameters in size, in this stage etc. to really fit it to our needs.””

““I chose Figures for [its] relevant data… it was a very good solution really, having this very good fit on one hand and having a good price structure on the other””

“"Beyond compliance with the pay transparency directive, employees are now asking for transparency so they can see where they stand against their colleagues on base salary and variable pay. Figures gives a direct answer, and the evidence behind it," says Jean-Jacques Lefevre. "As more and more information about companies becomes available, through sites like Glassdoor, giving that access matters more and more for attraction and retention."”

“It improves efficiency and lets us track pay gaps in real time at group level. This is only one stage in rolling out pay transparency at Lacroix. We built the foundations with Figures, but there is now a culture-building effort we need to run with management. The work is being led by our local HR communities, through training and workshops designed to create the buy-in you need for transparency to actually move fairness forward.”

““My KPI around retention is to retain at least 95% of the A-players,””

““I can gauge the expectations of my candidates, and cross-check whether they’re expectations are realistic,””

““If I need to hire an employee, my first action is to immediately go to Figures, to see whether the values have changed, and then update Finance with that.””

““I can see the relief in their faces when I tell them that yes, they can use the data points to make an argument with an employee about how much money they will get.’”