List of In-House Compensation Customers
Pleasanton, 94566 , FL,
United States
Since 2010, our global team of researchers has been studying In-House Compensation customers around the world, aggregating massive amounts of data points that form the basis of our forecast assumptions and perhaps the rise and fall of certain vendors and their products on a quarterly basis.
Each quarter our research team identifies companies that have purchased In-House Compensation for Compensation Management from public (Press Releases, Customer References, Testimonials, Case Studies and Success Stories) and proprietary sources, including the customer size, industry, location, implementation status, partner involvement, LOB Key Stakeholders and related IT decision-makers contact details.
Companies using In-House Compensation for Compensation Management include: Boldare, a Poland based Professional Services organisation with 220 employees and revenues of $25.0 million, Diocese of Providence, a United States based Non Profit organisation with 100 employees and revenues of $10.0 million and many others.
Contact us if you need a completed and verified list of companies using In-House Compensation, including the breakdown by industry (21 Verticals), Geography (Region, Country, State, City), Company Size (Revenue, Employees, Asset) and related IT Decision Makers, Key Stakeholders, business and technology executives responsible for the HCM software purchases.
The In-House Compensation customer wins are being incorporated in our Enterprise Applications Buyer Insight and Technographics Customer Database which has over 100 data fields that detail company usage of HCM software systems and their digital transformation initiatives. Apps Run The World wants to become your No. 1 technographic data source!
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| Logo | Customer | Industry | Empl. | Revenue | Country | Vendor | Application | Category | When | SI | Insight |
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Boldare | Professional Services | 220 | $25M | Poland | In-House Applications | In-House Compensation | Compensation Management | 2018 | n/a |
In 2018, Boldare implemented an In-House Compensation application for Compensation Management. The In-House Compensation system was configured to centralize salary range definition and to codify rules that determine pay movement, balancing externally sourced market trends with internal vision and strategy. Deployment focused on embedding compensation workflows into People and HR decision processes across the Poland-based organization to support offer setting and ongoing remuneration decisions.
The implementation included salary range management and market benchmarking capabilities, alongside a rules framework that specifies what the company rewards to reinforce culture and values. Operational use concentrated on HR and people managers as primary users, with process controls that require deliberate application of pay-range rules rather than automatic market-driven adjustments. Governance emphasized periodic market analysis when setting ranges, clear documentation of reward criteria, and managerial guidance to ensure compensation supports employee comfort and organizational priorities without becoming the sole hiring differentiator.
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Diocese of Providence | Non Profit | 100 | $10M | United States | In-House Applications | In-House Compensation | Compensation Management | 2014 | n/a |
In 2014, Diocese of Providence deployed an In-House Compensation application in the Compensation Management category for its employee population. The implementation was developed and maintained by the in-house applications team and provisioned through the Diocese employee intranet hosted at dop-employeesite.org, restricting use to staff employed by the Diocese of Providence, Rhode Island.
The In-House Compensation system implements standard Compensation Management capabilities including salary administration, structured pay bands, merit and adjustment workflows, position-based compensation records, and multi-step approval routing. Configuration emphasizes role based permissions, audit logging for compensation changes, and configurable compensation cycles to align with diocesan HR processes.
Access and governance were enforced through the employee intranet authentication model, requiring administrative accounts to reach protected pages and a formal provisioning workflow for new accounts. The application note requires applicants to be logged in with an administrative account to access certain pages, and account requests are verified and processed with a stated 4 to 5 business day window, routed through the diocesan webmaster at webmaster@dioceseofprovidence.org. The operational scope centers on HR and compensation administration across the Diocese, with governance focused on controlled access, verification queues, and administrative oversight.
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