Without an overarching strategy, early-stage companies tend to make decisions around salaries and job titles as and when they’re needed. Just like many early-stage decisions, this makes sense short term, but builds up a level of “compensation debt” that will eventually need to be unwound—and that’s harder to do later down the line.

Below is a straightforward process for building a simple, consistent, equitable compensation strategy that even relatively early-stage companies can adopt. READ MORE