For CHROs, Total Rewards and People Ops

Run the comp cycle in days, not months

Merit, promotion, bonus and equity run as one cycle instead of four spreadsheets. Pay ranges and benchmarks live in the same system as the cycle itself, so the structure you build this year is still standing next year.

Used by teams at

Canada GooseCover GeniusAshbyShippoNirvanaTandems
30 hoursSaved per merit cycle at Bubble
Four in oneMerit, promotion, bonus and equity in a single cycle
400 rolesBenchmarked across 100 countries from 20M pay records

See how your cycle would run

A 30 minute walk-through built around the way your team runs comp.

Thirty minutes. No sales deck.

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One place for managers, executives and HR, from planning to award letters

Budgets set at the top, managers submitting against pay ranges, exceptions routed with their cost attached, executives signing off, and award letters generated from the approved numbers. The whole cycle runs in one system instead of being handed between spreadsheets, email and Slack.

How it works today

  • Merit run out of a locked spreadsheet
  • Manager submissions chased by email
  • Exceptions approved in Slack threads
  • Executives see a rollup only after HR reconciles versions
  • Award letters assembled by hand at the end
  • Bands refreshed once a year from a static survey

How it works with CandorIQ

  • Merit, promotion, bonus and equity in one cycle
  • Managers submit inside guardrails you set
  • Exceptions routed with budget impact attached
  • Executives approve from a live rollup, not a spreadsheet export
  • Award letters generated from the approved data
  • Benchmarks maintained in the same system as your ranges

What changes in the first 90 days

Guardrails managers cannot break

Budgets, ranges and compa-ratio rules enforced at submission rather than corrected afterwards.

Exceptions that do not derail the cycle

Out-of-range requests carry their budget impact with them, so they get decided inside the cycle rather than in a separate thread.

A job architecture that survives

Levels, families and ranges maintained in place, so next year does not start over.

Bubble, 150 employees, New York

I'm able to focus more on the bigger issues and be more strategic.Jennifer Ayala, Head of People at Bubble
One portalTotal rewards visible to every employee
Full historyPay equity reviewed with real data
SOC 2 (AICPA SOC)GDPRCCPA5 star average on G2

See it run on a cycle like yours

Thirty minutes with someone who has run the cycle, not a scripted product tour.

Book a walk-through