From no structured bands to full transparency

How the module change their salary bands approach

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Before using Figures, we didn’t have proper salary bands—only compensation cards with fixed salary levels per role and sub-level. This rigid structure made it difficult to recognize exceptional contributions or adjust salaries flexibly.

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We were also relying on a Germany-based benchmark that wasn’t relevant for our global team. When I started looking for a better solution, Figures stood out among the options. The biggest challenge was shifting from a fixed structure to flexible salary bands and ensuring clear communication internally. We involved managers first, then rolled it out company-wide. Once introduced, it was well accepted, and managers could handle all salary-related discussions smoothly.

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Figures has been fundamental in structuring new roles, especially during a major company restructuring. It allows us to easily compare market data and adjust salaries accordingly. While we’re not aiming for the highest percentiles, we now have a structured, data-backed approach that simplifies decision-making.

Personally, it has immensely reduced the time I spend on compensation-related tasks. The ability to quickly access reliable market data, create new bands, and adjust existing ones has streamlined my work significantly.

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Internal implementation and managers involvement

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We put a strong emphasis on communication and education. Before implementing the tool, we defined our compensation philosophy and conducted workshops with managers, followed by a company-wide presentation. Thanks to this preparation, there was no pushback—managers handled questions effectively, and employees understood the structure.

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Everyone has access to their salary bands, and managers can easily refer to them when discussing compensation. Since the rollout, there have been no major concerns or resistance.

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The aspects I like the most from Figures are these ones:

• Intuitive and easy to use – We rarely get questions about how to navigate the platform.
• Market data access for recruiters – Helps us set competitive salaries for new hires.
• Flexibility in creating new bands – Essential during our restructuring phase.
• Fast support & updates – Any technical issues we’ve raised were quickly addressed by the Figures team.

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How it helped them in the transition toward salary transparency

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At Phiture, we already have full salary transparency—every employee can see their salary band. Figures helped us build this structure, making it easier to transition into an open, fair compensation model. It provides clarity and consistency, which are key for transparency.

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It simplifies your day-to-day work—why not use it? Compensation is a complex topic, but Figures removes unnecessary friction, making it easier to manage salary structures. It has made a huge difference for us.

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I’d give Figures a 9/10—because perfection doesn’t exist! The only thing I’d emphasize is the importance of defining your compensation philosophy beforehand. Figures is an amazing tool, but it won’t solve compensation challenges on its own. Companies need to do the groundwork—identify their pain points, set clear objectives, and ensure management buy-in before implementation.

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Figures has been one of the smoothest implementations I’ve experienced.

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With the right preparation, getting leadership, managers, and employees on board was easy. If a company clearly understands its compensation challenges and goals, Figures is the perfect tool to support and operationalize that strategy.

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