🔒 Compensation Analysis
Restricted access. Sign in with your authorized Tiger Tracks Google account.
Restricted access. Sign in with your authorized Tiger Tracks Google account.
This dashboard provides a comprehensive view of Tiger Tracks' compensation structure, employee history, and promotion pipeline. Use the tabs above to navigate.
Full sortable table of all 25 employees with roles, salaries, and band positions.
42 compensation and title changes across 25 employees from hire date through Feb 2026.
Active promotion pipeline with approved and upcoming promotions with achievement profiles.
6-7 planned hires including Director of Partnerships, Director of Marketing, and more.
Team members not in good standing with documented issues and incident logs.
Salary bands vs market rates, employee positions within bands, and band position analysis.
Promotion scenarios, cost projections, and 3-phase market alignment plan ($75-83K Year 1).
Open and planned positions for Q1-Q2 2026. Salary ranges based on current Tiger Tracks bands and market benchmarks.
Replaces: Head of Partnerships + Director of Partnerships (2 roles consolidated into 1)
Band: $100,000 - $175,000
Headcount: 1
Full-cycle partnerships leader. Must be NYC-commutable with marketing/advertising agency background. Owns BD pipeline, client acquisition strategy, and partner relationships.
Band: $100,000 - $155,000
Headcount: 1
Owns inbound marketing engine: organic content, writing, design, creative strategy. Must have real agency experience (~5 years) and proven track record building content programs.
Band: $122,000 - $140,000
Headcount: 1
Experienced performance marketing manager to handle growing client book. Must manage $27K+ in monthly revenue across multiple accounts.
Band: $60,000 - $75,000
Headcount: 1-2
Entry-level support for account teams. Campaign setup, reporting, QA, and client communication under AM/SrAM supervision.
Compensation: Commission-based (no salary band)
Headcount: 1+
External referral partner to drive warm introductions and qualified leads. Commission on closed deals.
Band: $55,000 - $75,000
Headcount: 1
Calendar management, travel coordination, meeting prep, and administrative support for Cliff.
Tiger Tracks bands (dark) overlaid with market ranges (light). Sources: PayScale, BuiltIn, agency benchmarks.
Dots show current salary position within the Tiger Tracks salary band for their role.
How far through their band each employee is. Those near 100% are at cap; those below 50% have room to grow within the current role.
| Employee ⇅ | Current Role ⇅ | Current Salary ⇅ | Band Low | Band High | Band % ⇅ | Market Avg | vs Market | Next Role | Promo Target | Raise Needed ⇅ |
|---|
Based on current salary, band position, and the next role's band, here are recommended promotion amounts. Promotions target the 25th-40th percentile of the next band to leave growth room.
A phased approach to align compensation with market rates while managing budget impact.
Total payroll: ~$2.98M across 25 employees
Overall positioning: Tiger Tracks pays above market at most levels. The company is competitive or premium at AC, AS, AM, and SrAM tiers. Leadership roles (AD, DCS, SrDCS) are at market.
Key gaps to address:
Priority: Promote high performers who have clearly exceeded their current role requirements.
| Employee | Current Role | New Role | Current Salary | New Salary | Cost | Rationale |
|---|---|---|---|---|---|---|
| Megan Brenneke | Account Coordinator | Account Strategist | $75,000 | $85,000 | +$10,000 | Exceeds AM revenue thresholds; primary on 7 accounts; approved effective March 9 |
| Gretchen Hess | Account Manager | Senior Account Manager | $117,000 | $122,000 - $130,000 | +$5,000 - $13,000 | Consistently exceeds SrAM revenue minimums; leads strategy on Tier 1 client; strong BD contributions |
Phase 1 budget: ~$15,000 - $23,000/year
Priority: Move strong performers from the bottom third to the middle third of their band. Tie raises to Q1 performance reviews.
| Employee | Current | Band Position | Target | Cost |
|---|---|---|---|---|
| Billy Bevevino | $85,000 | 0% (floor) | $88,000 | +$3,000 |
| Owen Phipps | $85,000 | 0% (floor) | $88,000 | +$3,000 |
Phase 2 budget: ~$6,000/year
Priority: Fund promotions for employees who are at or near cap in their current band and ready for the next level.
| Employee | Current | Band % | Next Role | Promo Target | Cost |
|---|---|---|---|---|---|
| Megan Brenneke | $75,000 | 100% (AC) | Account Strategist | $88,000 | +$13,000 |
| Tate Dewey | $95,000 | 100% (AS) | Account Manager | $107,000 | +$12,000 |
| Seth McDaniel | $95,000 | 100% (AS) | Account Manager | $107,000 | +$12,000 |
| Daren Kalkoffen | $90,000 | 50% (AS) | Account Manager | $107,000 | +$17,000 |
Phase 3 budget: ~$54,000/year
Note: Promotions should be merit-based, not automatic. These are budget placeholders for high-performers who demonstrate readiness.
$75-83K total investment brings the org into proper band alignment and funds the highest-priority promotions. This is ~2.5-2.8% of current payroll, well within industry norms for a correction year.
After Year 1, ongoing annual comp investment should be 5-7% of payroll (~$150K-$210K) split between merit increases (3-4%) and promotions (2-3%).
Active promotion pipeline for Tiger Tracks team members. Profiles include key achievements and recommended compensation ranges.
Team members currently flagged for performance issues. Documented concerns and action items below.
All compensation and title changes from hire date through Feb 2026 · 42 changes across 25 employees