Kamsa

Fair pay, backed by data — and real experts.

Kamsa is a compensation platform combining global market pay benchmarks, compensation review tools, and consulting services. It sources validated compensation data from 1,000+ companies across 60+ countries and provides expert guidance on job leveling, pay equity, equity grants, and compensation strategy.

Compensation & Benefitssaas

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Use Case

Kamsa is used by People/HR and Finance teams to build and operationalize fair, market‑competitive compensation programs. Core use cases include: obtaining validated global market pay data to set salary and equity ranges; job leveling and creating a scalable job architecture with career paths; planning and running annual/biannual compensation reviews for salary, total cash, and equity with budget controls and country‑specific guidelines; modeling equity grant guidelines, budgeting shares, and considering 409A valuation/dilution for board approval; aligning employee‑level pay to market with compa‑ratios and equity insights; supporting pay equity analysis and executive benchmarking; and exporting analytics for budgeting and executive reporting. It helps companies without dedicated comp teams implement structure quickly and maintain consistent, data‑driven pay decisions across 60+ countries.

Kamsa’s consulting services help companies design and manage fair, competitive compensation programs end to end. Typical problem areas include building or refining job architecture and job leveling; defining a clear compensation philosophy; creating market‑aligned salary and equity ranges; evaluating employee pay health and compa‑ratios; benchmarking executive compensation; planning equity grant programs aligned to 409A valuations and dilution goals; and addressing pay equity (e.g., gender pay gap) while preparing materials for leadership and boards. The service is aimed at organizations that are starting from scratch or fine‑tuning compensation structures and need hands‑on guidance to run compensation cycles and make defensible pay decisions at scale. Sources: https://www.kamsa.co/consulting/ https://www.kamsa.co/

Target Audience

Scaling companies that need reliable global compensation data and structured comp processes, particularly venture‑backed tech firms, professional services, and fast‑growing organizations; commonly under 1,000 employees but with global footprints; People/HR, Total Rewards/Compensation, and Finance leaders seeking market‑aligned, equitable pay practices without building a large comp team.

Target Segments

StartupEnterprise

Source URLs

https://www.kamsa.co/about/
https://www.kamsa.co/about?utm_source=openai
https://www.kamsa.co/pricing?utm_source=openai
https://www.kamsa.co/news/2023-09-05-kamsa-launches-new-market-based-equity-modeling-feature/?utm_source=openai
https://www.kamsa.co/product?utm_source=openai
https://www.kamsa.co/faq?utm_source=openai
https://www.kamsa.co/bob-integration?utm_source=openai
https://www.kamsa.co/?utm_source=openai
https://www.kamsa.co/pricing/
https://www.kamsa.co/security?utm_source=openai
https://www.kamsa.co/product/
https://www.kamsa.co/pricing/?utm_source=openai
https://www.kamsa.co/compensation-review-budgeting-planning?utm_source=openai
https://www.kamsa.co/security
https://www.kamsa.co/integrations
https://www.kamsa.co/about
https://www.kamsa.co/

Scope of market data

Proprietary, validated compensation benchmarks for 2,000+ jobs across 60+ countries; updated quarterly; no survey submissions required.

analytics

Dashboards with org/department/employee insights and compa‑ratio guidance during reviews.

benchmarking_scope

Proprietary global benchmarks across 2,000+ jobs in 60+ countries sourced from 1,000+ companies; validated by experts; no survey submission required.

quality_controls

Every data point validated by compensation experts.

job_architecture

Job leveling, career paths, and workforce planning support baked into onboarding.

equity_modeling

Market-based equity grant guideline modeling, share budgeting, includes 409A per-share value and dilution modeling for board approval; supports refresh programs.

comp_review_capabilities

Budget allocation to managers, reviewer workflows, location/country-specific guidelines, real-time monitoring, and recommendations informed by machine learning and comp experts.

expert_services

Strategic consulting on compensation philosophy, structures, leveling, pay gap analysis, and review cycle design.

Review controls

Budget allocation to managers, automated approval chains, country-specific recommended increase guidelines, real-time monitoring, off-cycle pay change calculator.

data_refresh_cadence

Quarterly cash benchmarks; annual equity data updates.

analytics_highlights

Compa-ratios, salary trends, internal equity gaps; cost to bring to market by department, level, gender; exportable for budgeting and executive reporting.

equity_model

Establish market-based new-hire and refresh equity grant guidelines; budget shares with dilution considerations; leverages company-specific per-share value (e.g., 409A).

analytics_planning

Dashboards by department/employee; compensation budget calculator (salary and equity); scenario calculators for promotions and relocations.

ml_support

ML-assisted role matching reviewed by compensation experts.

commercial_notes

No setup fees; implementation and initial consulting included. Annual subscription only; pricing varies by headcount.

consulting_services

Compensation philosophy, pay structure, job leveling, pay equity analysis, executive compensation, incentive program design; experts act as an extension of the team.

geographic_coverage

Country and metro-level granularity (US hubs, Canada, EU, APAC, LATAM).

security_program

Semi-annual pen tests, annual security training, annual third-party assessments; documented roles/responsibilities; policies aligned with AICPA criteria.

packaging

Starter, Standard, Plus; implementation, onboarding, and initial consulting included; Standard/Plus include year-round access to compensation experts.

Feature Scope

Market compensation data: No survey submissions required. Country/metro granularity (e.g., US hubs, Canada, EU, APAC, LATAM). Customizable company salary ranges and packages for open requisitions. Employee data & job architecture: Centralize HRIS data; match/level roles to families and bands; career paths and job leveling framework; employee pay benchmarks and insights; ML‑assisted matching reviewed by comp experts. Compensation review & planning: Budgeting tools; allocate budgets to managers; automate approval chains; incorporate performance ratings and compa‑ratios; country‑specific recommended increase guidelines; real‑time monitoring; calculator for off‑cycle pay changes. Equity: Equity Model to set market‑based grant guidelines, budget shares, include 409A per‑share value and dilution modeling; support for refresh programs; integrates with equity management systems to pull relevant equity data. Dashboards & analytics: Compa‑ratios, salary trends, internal equity gaps; analyze cost to bring to market by department, level, gender; export for budgeting/executive reporting. Integrations: HRIS integrations for seamless employee data flow; pulls data from equity management systems. Consulting/expert services: Job leveling, pay equity audits, executive benchmarking, compensation philosophy, salary structure, span of control analysis, comp review cycle guidance (package‑dependent). Security: SOC 2 Type II compliant; GDPR‑aligned; regular third‑party vulnerability assessments (at least twice yearly) and annual penetration testing; brute force protection; encryption in transit; enterprise‑grade firewalls; restricted access with least privilege; VPN‑protected work for sensitive data; MFA enforced for sensitive areas; secure, encrypted client browser connections; vendor security standards require GDPR alignment. Access control isolates each client workspace. Compliance: SOC 2 Type II and GDPR compliance statements. Support/onboarding: Implementation and onboarding included; HRIS census ingestion; guided job leveling and career paths; product support on all plans; year‑round access to compensation experts on Standard/Plus. Pricing/packages: Starter, Standard, Plus; annual subscriptions; pricing scales by employee count; no setup fees.

Pricing hints: Subscription priced by total employee count with three plans (Starter, Standard, Plus). Annual only; no monthly option. No setup fees; implementation, onboarding, and initial consulting included. Standard and Plus include strategic consulting; Plus adds comp review cycle guidance.

Security hints: SOC 2 Type II compliant; GDPR‑aligned; third‑party vulnerability assessments at least twice per year; annual penetration testing; brute force protection; data encryption with enterprise‑grade firewalls; restricted/role‑based access; VPN for sensitive work; MFA enforced for sensitive areas; TLS‑only client connections; vendor security must meet/exceed GDPR. Client workspaces isolated via auth tokens.

Compliance hints: SOC 2 Type II; GDPR compliance claimed.

Implementation hints: After signing, client provides census file; Implementation Consultant organizes employee data in ~3 business days and provides access; kick‑off then job level/match confirmation over the next couple of weeks; comprehensive job leveling and career paths onboarding typically 2–3 weeks. Implementation and onboarding included in annual subscription.

Support hints: All plans include product support. Standard and Plus include year‑round access to compensation experts and strategic services; Plus includes comp review cycle guidance.

Integration hints: Integrates with various HRIS systems to sync employee data; pulls relevant employee equity data from equity management systems for equity reviews.

Strategic consulting throughout the compensation cycle; job leveling across the organization; career path development for all job families; articulation of compensation philosophy; creation of market‑aligned salary ranges and compa‑ratio analysis; equity grant guidelines based on company 409A valuation and budget; benchmarking analysis and pay trends reporting; executive compensation assessments; gender pay gap analysis; workforce planning and organizational design; merit cycle and refresh grant support; leadership alignment on compensation strategy. Deliverables included within the Kamsa platform: compensation philosophy statement and communications toolkits; salary ranges and pay health insights; job level descriptions and career frameworks; market data and benchmarking reports; board‑ready compensation materials; templates and report exports. Platform tie‑ins: access to global market compensation data (2,000+ jobs across 60+ countries); HRIS integration to manage employee data and assess pay vs. market; equity modeling support that leverages proprietary market equity data and company 409A; compensation review tooling for budgeting and approvals. Security/compliance highlights (for platform used to deliver consulting outputs): SOC 2 Type II, GDPR alignment, data encryption, MFA for sensitive areas, regular vulnerability assessments and annual penetration tests. Integrations: HRIS integrations for employee data; pulls relevant data from equity management systems for equity reviews. Sources: https://www.kamsa.co/consulting/ https://www.kamsa.co/pricing https://www.kamsa.co/faq https://www.kamsa.co/news/2023-09-05-kamsa-launches-new-market-based-equity-modeling-feature/

Pricing hints: Consulting support is included in Standard and Plus subscriptions (year‑round access to compensation experts), with additional consulting packages available for purchase. Overall Kamsa pricing is annual and based on total employee count; no setup fees (implementation, onboarding, initial consulting included). Sources: https://www.kamsa.co/pricing https://www.kamsa.co/faq

Security hints: SOC 2 Type II compliant; GDPR‑aligned practices; data encrypted and behind firewalls; MFA enforced for sensitive areas; regular third‑party vulnerability assessments (at least twice a year) and annual penetration testing; brute force protections; restricted access to sensitive data; VPN requirements for sensitive work; secure, encrypted client communications (TLS). Sources: https://www.kamsa.co/faq

Compliance hints: GDPR alignment and SOC 2 Type II certification explicitly mentioned. Sources: https://www.kamsa.co/faq

Implementation hints: Flexible, tailored onboarding typically lasts a couple of weeks for consulting engagements. For platform setup: after signing, an implementation consultant organizes employee data in ~3 business days; comprehensive job leveling and career paths onboarding averages 2–3 weeks. Ongoing expert support continues post‑onboarding. Sources: https://www.kamsa.co/consulting/ https://www.kamsa.co/faq

Support hints: All plans include product support; Standard and Plus packages include year‑round access to compensation experts who act as an extension of your team. Post‑onboarding strategic support continues (e.g., refreshed ranges, equity planning, board prep). Sources: https://www.kamsa.co/pricing https://www.kamsa.co/consulting/

Integration hints: Integrates with various HRIS systems to manage/update employee data and assess pay vs. market; designed to pull relevant employee equity data from equity management systems for equity reviews. Sources: https://www.kamsa.co/pricing https://www.kamsa.co/faq https://www.kamsa.co/news/2023-09-05-kamsa-launches-new-market-based-equity-modeling-feature/

Features at a Glance

Compensation

Salary bands
Comp cycles

Analytics

Dashboards

Data & API

Data export

Security & IT

Core HR

Multi-country
Roles & permissions

Compliance

GDPR
SOC 2

Administration

Custom fields

Kamsa

Target Segments

Security & Compliance

Security Features

Certifications

Data & Hosting

Compensation

Analytics

Data & API

Security & IT

Core HR

Compliance

Administration

Pricing Model

Implementation

Support