Practitioner-built tools
for clearer decisions.
Free to use, built from real HR and Total Rewards work, and designed to make complex decisions easier to explain. Some are live now; others are still being shaped.
FLSA Classification Tool
Supports more accurate FLSA role classification before mistakes become expensive.
Problem: FLSA classification errors are easy to make, hard to clean up, and costly when they are caught late.
For: HR and compensation teams that need a clearer way to review exempt and non-exempt decisions.
View details→Canada Employment Standards Classification Tool
Helps People Ops review Canadian overtime, hours-of-work, and worker-status classification.
Problem: Canadian classification is jurisdiction-first. Federal, provincial, and territorial rules can change the overtime threshold, the available exclusions, and whether someone is truly an employee or an independent contractor.
For: People Ops, Total Rewards, HRBP, and employment-counsel partners reviewing Canadian employees, contractors, and reclassification questions.
View details→Compensation Philosophy Builder
Helps Total Rewards teams draft, critique, and export an executive-ready compensation philosophy package.
Problem: Compensation philosophy work often gets stuck between strategy, pay positioning, governance, manager enablement, employee messaging, and board concerns. The result is usually either too vague to guide decisions or too dense to use.
For: Total Rewards, compensation, People Ops, HRBP, and startup or mid-market HR leaders preparing pay philosophy materials for executives, managers, employees, or the board.
View details→Equity Education Portal
Helps employees understand their equity grants, what they mean, and how they vest.
Problem: Employees often receive equity information without enough context to make sense of it, which weakens trust and value.
For: Companies and employees who want equity education to be clearer than a grant notice and a hope for the best.
View details→Equity Ops Workbench
An eleven-tool practitioner workbench for the stock-based compensation work that still happens after the vendor export.
Problem: Stock administration platforms are the system of record, but practitioners still use spreadsheets to write board memos, model refresh cycles, audit grant distribution, analyze underwater options, build offer ranges, model AMT exposure for ISO exercises, forecast ASC 718 expense, model plan amendments, coordinate complex equity events, and assemble the comp committee pre-read from all of it.
For: Stock-based compensation, Total Rewards, equity operations, legal, finance, accounting, and compensation leaders working across private and public companies.
View details→Job Architecture Toolkit
An education-first take on job architecture, with a directional leveling wizard and calibration practice for boundary cases.
Problem: Job architecture conversations get tangled with performance, retention, and pay pressure. Decisions made that way rarely hold up the next time someone asks why.
For: Managers, HRBPs, and Total Rewards partners who need a working mental model for architecture before they have to defend a level.
View details→ProxyMiner
Pulls executive pay disclosures from SEC proxy filings into a searchable workflow for peer benchmarks and governance research.
Problem: Proxy research is slow. Teams that need to compare executive pay practices, surface governance signals, and find source-grounded examples lose hours digging through CD&A sections, summary compensation tables, and pay-versus-performance disclosures one filing at a time.
For: Executive compensation, Total Rewards, governance, and research teams working across public company SEC proxy filings.
View details→BenefitMath
Helps households compare health coverage options and choose the best-fit setup.
Problem: Benefits decisions are often presented as plan details instead of real household tradeoffs, which makes people choose in the dark.
For: Employees and households comparing plan options, spouse coverage, and account tradeoffs like HSA, FSA, and HRA.
View details→ExitPay
Turns dense severance agreements into clearer deadlines, decisions, and next steps.
Problem: People receiving severance agreements are usually under stress and short on time, which is a terrible setting for parsing legalese.
For: Recently terminated employees who need a clearer first pass before deciding whether to involve counsel.
View details→Public tools should still feel serious, useful, and inspectable.
If a workflow could be clearer, I want to know.