How KRAFTON Americas Built a Compensation Strategy That Saves Time and Boosts Credibility

Compensation decisions are among the most critical—and often most complex—responsibilities for HR leaders. Without the right tools, determining fair and competitive pay can be time-consuming, inconsistent, and frustrating. Bryan White, Head of People at KRAFTON Americas, knows this challenge all too well.

Before CandorIQ, Bryan spent hours sifting through spreadsheets, manually comparing pay data, and justifying decisions to leadership and employees. But with CandorIQ, he’s transformed compensation from a frustrating exercise into a streamlined, strategic process.

From Hours to Minutes: Faster, More Confident Compensation Decisions

“By putting in the work upfront—building job architecture and pay bands—I can now make comp decisions in minutes instead of wasting valuable time,” Bryan explains.

KRAFTON Americas, a gaming company known for titles like PUBG, needed a structured approach to compensation that balanced internal equity with external market competitiveness. With CandorIQ, Bryan built a job architecture that made it easy to align pay across roles and levels. Now, instead of scrambling for benchmarks and second-guessing numbers, he has instant access to the data he needs to make informed, defensible decisions.

The Power of Data-Driven Compensation Strategy

One of the biggest challenges in compensation management is ensuring that pay is competitive yet sustainable. Market data can quickly become outdated, and relying solely on traditional surveys can lead to reactive, rather than strategic, decisions.

CandorIQ integrates real-time benchmarking data and people analytics, giving Bryan and his team a dynamic view of compensation trends. This allows them to:

• Stay ahead of market shifts and adjust salary bands proactively.
• Ensure pay equity across teams and locations.
• Communicate data-backed compensation decisions to leadership with confidence.

This level of insight is crucial in an industry like gaming, where talent competition is fierce and pay expectations can fluctuate rapidly. Instead of reacting to compensation demands in a vacuum, Bryan now has the tools to proactively manage pay structures based on real-world data.

Boosting Credibility with Leadership and Employees

One of the biggest intangible benefits of a strong compensation strategy is trust. Employees want to know that their pay is fair, and leadership needs assurance that compensation decisions align with business goals.

“CandorIQ boosts my credibility,” Bryan says. “It helps me communicate compensation decisions clearly, building trust with both employees and senior leaders.”

By leveraging CandorIQ’s platform, KRAFTON Americas has not only streamlined internal processes but also strengthened its reputation as a company that values fairness and transparency.

Empowering HR Leaders to Make an Impact

“Using CandorIQ makes me feel empowered as a leader and an effective decision-maker.”

For Bryan, the shift to CandorIQ wasn’t just about efficiency—it was about elevating the role of Total Rewards within the company. Compensation is no longer an administrative burden; it’s a strategic function that enables KRAFTON Americas to attract, retain, and reward top talent effectively.

The right technology doesn’t just save time; it transforms the way HR leaders operate, giving them the confidence and credibility to drive real business impact. At KRAFTON Americas, CandorIQ isn’t just a compensation tool—it’s a game-changer.

 Read more about the impact using CandorIQ had on KRAFTON Americas’ comp strategy.