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Some organizations have geographic differential programs that are based on the cost of living where employees live, paying employees who move to relatively low-cost areas less than they made while living in the Silicon Valley.

There is also a relatively small group of professionals in the TR field who have a background in data science and analytics and who possess the skills and capabilities to develop complex algorithms from scratch to independently address significant rewards challenges.

That is, we assert that in a well-functioning large company, the cost of doing the actual calculations and adding the tables and discussion to the proxy statement are minimal, relative to most metrics (i.e., net income, market value, audit fees, etc.).

“What these industries have in common,” Reiman noted in the report, “is a relatively higher level of job density — a large number of employees fall into a relatively small set of jobs that drive the work of the compensation function.”

And, given the relative newness of DEI initiatives, other organizations are still broaching the concept of how to truly make their organization more diverse, equitable and inclusive.

If the benchmarking organization values other outcomes or different relative values on these metrics, it should adopt a plan that reflects that, rather than copying the other organization’s program.

Conversely, a cooling labor market is generally marked by a shift toward a higher unemployment rate and a decrease in demand for labor relative to its supply.

“In our research, we see that relatively few workers have ever formally estimated what they need to save for retirement.

Nursing is a relatively standardized job with a high number of postings on Monster (9% of all listings in our sample were for nurses).

Relatively unchanged from Q3 2025, the majority of remote job postings were for experienced jobs (67%).