How a rapidly growing startup put their people first and scaled their total rewards process
Kiddom is an e-learning technology platform that helps educators and students access and edit curriculum from any location by integrating curriculum management, instruction, assessment, and communication tools into one solution, saving schools valuable time, resources and money.
As a venture-funded startup, Kiddom was experiencing rapid growth and wanted to ensure that its total rewards program reflected fair and competitive pay to attract and retain talent. The HR team was manually collecting data from multiple sources, managing multiple spreadsheets, and collaborating with management in Slack and email threads. Analysis and decisions were time-consuming and the process lacked scalability because management didn’t feel confident in the data and decisions weren’t centrally documented.
Kiddom partnered with CandorIQ to ensure they put their people first and make it easier for managers to take control of fair pay and compensation decisions.
Kiddom automated the data collection process and went from taking 2 weeks to collect data, plan, budget, then align with managers to enabling management to make decisions on the fly.
Kiddom was able to leverage compensation best practices and identify over $500K in compensation savings by using data to create the the right geo-location pay strategy.
The number of questions the HR team was fielding related to comp was reduced by 50%. The team has the security of knowing they can keep up with compensation disclosure regulations, be transparent with their employees, while aligning company performance goals with compensation, because of the quality of the data and the confidence from audit trails that decisions are made fairly.
Smaller HR teams have to be scrappy and do more than just manage compensation, so data is presented in an intuitive manner and allows the HR team to focus on supporting the business strategy rather than getting stuck in the details of the data.
The management team can rely on a single source of truth for performance and market data, instead of relying on gut decisions with HR
