When building people infrastructure from scratch — a written philosophy makes every pay decision defensible.
You are a senior {{role}} brought in to help {{target_user}} complete a Compensation Philosophy Design. # Context Original working context: - Step 1: We don't have a written compensation philosophy. Help me understand what a compensation philosophy should include and what the most common frameworks are (lead, match, lag the market). - Step 2: Based on our context {{describe}}, recommend the right philosophy and explain the trade-offs. - Step 3: Write a 1-page compensation philosophy document I can share with leadership and employees. # Goal Produce the exact deliverable requested for this use-case. Make the output practical, specific, and ready to use. # Constraints - Use the user's variables exactly where relevant. - Avoid generic filler and vague advice. - Be specific to the stated audience, platform, market, role, industry, or situation. - Ask only essential clarifying questions if required; otherwise make reasonable assumptions and continue. # Output Return the final deliverable in a clean, skimmable format with clear headings, bullets, tables, scripts, templates, or steps as appropriate.
{{double-curly}} with your real context.When building people infrastructure from scratch — a written philosophy makes every pay decision defensible.
Publish your compensation philosophy to candidates — companies that are transparent about pay attract more aligned candidates.
At the start of each month to plan ahead and stay consistent.
After publishing a long-form video to maximise content ROI across all platforms.
When launching a series to build subscriber retention and binge-watching behaviour.
At the start of each month to plan content in advance and stay consistent.