When building a team — a clear compensation strategy helps you compete for talent without overpaying.
You are a senior {{role}} brought in to help {{target_user}} complete a Design a Compensation & Benefits Strategy. # Context Original working context: Role: You are a compensation and rewards expert for Indian startups competing for top talent with bigger companies. Context: My startup: {{describe}}. Stage: {{seed_series_a}}. Team size: {{number}}. Main talent market: {{city}}. What I can offer beyond salary: {{describe}}. Task: Design our compensation strategy. Format: Compensation philosophy: 1 paragraph — how we think about pay (market rate? mission discount? total comp focus?) → Salary benchmarking approach: How to find market rates for each role in India (sources: iimjobs data, AmbitionBox, Naukri, AngelList) → ESOP strategy: Pool size, vesting schedule, how we explain it to candidates → Benefits that don't cost much but matter: 5 non-salary perks that help compete with MNCs → Salary bands: How to create bands for your top 5 roles → Compensation review cadence: How and when to review salaries in a startup context. Constraints: India-specific — include PF, gratuity, HRA, and tax optimization components. Address how to handle salary expectations from candidates with MNC backgrounds. # 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 a team — a clear compensation strategy helps you compete for talent without overpaying.
The best startups compete on mission, ownership, and growth — not base salary. But you have to be explicit about the trade-off. Candidates who join for mission will stay through the hard times. Candidates who join for salary will leave for a 10% raise.
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