Moving from spreadsheets to strategy, using CandorIQ to streamline compensation and job architecture

{{component-statistic}}

About the client

KRAFTON Americas, the Western division of the globally distributed game development company, lacked a structured job architecture and compensation framework, leading to inconsistencies, inefficiencies, and difficulty in making data-driven pay decisions. By adopting CandorIQ, KRAFTON transformed its compensation strategy, replacing outdated spreadsheets with a centralized platform that streamlined decision-making, improved pay transparency, and provided actionable insights for their HR and Finance teams.

{{component-info}}

Challenge

Before partnering with CandorIQ, KRAFTON Americas' compensation and job architecture lacked structure. The company relied on quickly-outdated spreadsheets and external sources to piece together pay information, leading to inconsistent salary decisions, inefficiencies, and misalignment across teams. Without a clear framework, different departments interpreted data differently, making it difficult to ensure fair and competitive compensation. With new pay transparency regulations emerging, KRAFTON needed a solution that could provide real-time insights while improving communication and decision-making across HR, TA, and leadership teams.

Pain points

• Compliance concerns
• Outdated and inconsistent compensation data 
• Heavy reliance on manual spreadsheets
• Lack of pay transparency
• Time-consuming compensation decisions 
• Inconsistent interpretation of data 

{{component-author}}

Solution

KRAFTON Americas partnered with CandorIQ to overhaul its outdated job architecture and bring structure to its compensation strategy. By replacing manual spreadsheets with a centralized, data-driven platform, the company gained real-time visibility into pay decisions, ensuring consistency across roles and regions. CandorIQ’s integrations and analytics empowered HR, TA, and leadership to make faster, more informed decisions, improving both efficiency and internal alignment.

Key features

• Job Architecture
• Org Chart
• Global Benchmarking Data
• People Analytics & Reporting

Results

Faster Compensation Decisions

Reduced decision-making time from 30 minutes to 5 minutes.

Improved Data Accuracy

Centralized and standardized compensation data.

Increased Transparency

HRBPs can now clearly explain pay decisions and align with leadership.

Stronger Pay Benchmarking

Integrated external and internal comp data for better salary decisions.

Reduced Manual Work

Eliminated spreadsheet-based processes, improving efficiency.

Enhanced Trust and Credibility

A clear system for compensation increased confidence across teams.