x

    Win the Talent You Need. Build Pay Systems That Last.

    Attracting and keeping the right people in a competitive labor market is one of the hardest things a mission-driven organization does — and compensation is the lever most leaders underestimate. Our Compensation Design service helps nonprofits, schools, and social impact organizations build pay programs that do four things at once: position you competitively in the talent market so you can recruit and retain the people your mission depends on; reflect the internal fairness and consistency your staff deserves; align with your organizational culture and values; and stay financially sustainable as you grow.


    We partner with you through a structured, phased process — discovery, market analysis, program design, and implementation support — to benchmark your roles against real market data, clarify your compensation philosophy, and build salary structures and policies your leaders can explain and your staff can trust. The result is not a one-time fix but an agile compensation framework: a living system you can adapt as your organization evolves, giving leaders a practical roadmap for making values-aligned pay decisions year after year.


    Because compensation touches every staff member, we layer Edgility's Pillars of Equity throughout the design — clarifying how pay decisions are made and communicated, increasing fairness and consistency in how roles are leveled, and creating the kind of transparency that builds a culture of belonging. With nearly a decade of specialized nonprofit and education compensation experience, we combine quantitative market analysis, wage gap testing, and staff input to ensure your pay program doesn't just look equitable on paper — it works in practice.

    Who We Partner With on Compensation Consulting

    • Executive Directors, CEOs, and Heads of School who need a trusted partner to align compensation with mission, strategy, and budget — and are fielding real questions from staff about fairness, pay transparency, and market competitiveness.
    • COOs, HR and People & Culture leaders responsible for building or overhauling compensation structures, salary bands, and pay policies who want an approach that is data-driven, equitable, and something they can actually operationalize with a lean team.
    •  Boards and compensation committees seeking objective, third-party guidance on compensation philosophy, market positioning, and pay risk for staff and leadership roles.
    • Growing nonprofits and schools navigating new roles, hybrid positions, or rapid scale who need a scalable framework — not one-off salary decisions made on gut instinct.
    DESIGN YOUR Strategy
    Nonprofit Compensation Design Service - Edgility Talent Partners LLC.

    eBook

    Compensation with Purpose: Designing Equity-Centered Pay Structures for Nonprofits, Education, and Healthcare

    Download the guide

    Our Process for Designing Compensation Strategy

    Throughout every phase, we show up as long-term partners rather than one-time experts, walking alongside your leaders as you test options, make tradeoffs, and adapt your compensation program to real-world constraints and opportunities. Our agile approach means we design structures and tools you can sustain and iterate on, not a static system that becomes outdated as soon as your organization changes.

    1

    Discovery & Planning

    We learn your organizational context, equity commitments, and strategic priorities; review existing pay practices and artifacts; and engage key stakeholders through leadership interviews and selected focus groups, culminating in a detailed project and stakeholder engagement plan.

    2

    Market Analysis 

    We align your job descriptions to market comparators, complete salary benchmarking for key roles, and assess your current market position and internal pay patterns to identify gaps and opportunities.

    3

    PROGRAM DESIGN

    We co-design your compensation philosophy, job classification framework, salary ranges, and related policies, incorporating staff and leadership feedback and modeling budget and equity implications.

    4

    IMPLEMENTATION SUPPORT

    We remain at your side as a thought partner, providing implementation planning, manager and staff communication tools, and coaching so you can roll out your new compensation program with clarity, consistency,

     

    Omar Carrera

    CEO

    Allison and Carrie were exceptional thought partners throughout the process. They brought a wealth of wisdom and experience to the table, yet remained flexible in adapting their approach to align with our specific organizational reality and culture.
    Canal Alliance

    Danielle Pointdujour

    Human Resources Officer, Urgent Action Fund

    Our work often requires rapid responses due to the nature of helping activists who are at risk. We’re grateful to Edgility for helping us slow down and take a step back to assess the health of our organization from a salary, equity, and performance perspective. It’s important that we reward our employees for their brave work. We look forward to continuing to partner with Edgility to develop and improve our internal systems.
    Urgent Action Fund

    Willa Marth

    Chief Diversity and Inclusion Officer, Planned Parenthood of Southern New England

    While Planned Parenthood of Southern New England (PPSNE) has worked to increase racial equity internally and externally, the racial reckoning of 2020 illuminated the need to ask ourselves what more we can do.  With Edgility's methodology, we had clear data points and recommendations to create a plan internally to address any wage gaps and further our commitment to racial equity. 

    Willa-Marth-1

    Sonia Dominguez

    Chief Operating Officer, AVANCE

    Marissa was extremely helpful and knowledgeable throughout the engagement. She demonstrated exceptional expertise, is a great presenter who communicated complex ideas clearly, and maintained a direct and responsive approach that made collaboration seamless. Their professionalism and ability to address our needs promptly contributed significantly to the success of the project.
    Avance (2)

    Erica Kashiri

    Chief Operating Officer, Third Plateau

     Marissa was easily one of the top 3 partners I have ever worked with my entire career. She knows her stuff, is thoughtful, holds the line when the line needs to be held, and kept us on a great timeline. She is able to break down complex information that was WELL received to a very skeptical team of using benchmarking data. Plus, she just came off as a generally good human which I deeply value these days. 
    Third Plateau Logo Testimonial

    Deena Mangrum

    Director of Talent Strategy, Para Los Niños

    Treating people equitably is core to who we are and why we exist. The tremendous insights we gained from our work with Edgility have strengthened our organization so we can continue to move the needle for even more marginalized children in the Los Angeles area.
    Deena-Mangrum

    Catrina Bryant

    Deputy Director, Arnold and Mabel Beckman Foundation

    The assigned Team was knowledgeable and thorough in the preparation of our materials and flexible in meeting the needs of our small org.
    Beckman Foundation

    J.J. Lewis

    Superintendent & CEO, Compass Charter Schools

    We’re so pleased with the work Edgility has done for Compass Charter Schools. It gave us a system and a roadmap that has brought incredible foundational value to our organization. We’ve dramatically reduced inefficiencies and can now confidently offer our teachers and staff equitable pay.
    JJ-Lewis-e1637619002568v1

    Illy Askia

    President & CEO, East Lake Foundation

     The Edgility Talent Partners team was very personable, professional, and direct. They listened to our needs and made adjustments when the direction of the project needed to change slightly. Our team truly enjoyed working with them. I would highly recommend them. 
    Untitled design (14)

    Alicia Spurlark

    Director of Operations

    The process was clear, the product is strong, and the partnership empowered us to execute with grounding & expertise.
    Alicia S

    Empowering Organizations Through Holistic Talent Management

    Organizations that invest in comprehensive talent management experience lower turnover, higher employee engagement, stronger teams, and improved overall performance. Effective talent strategies are essential for organizations aiming to achieve meaningful impact and advance their mission. Here's where we stand.

    work with us

    97%

    CLIENT SATISFACTION RATE

    Our clients appreciate our team's dedication to delivering exceptional service and exceeding their expectations every step of the way.

    80

    NET PROMOTER SCORE

    We outperform the industry average net promoter score of 48 by more than 65%—demonstrating our commitment to customer happiness.

    100%

    WOULD WORK WITH EDGILITY AGAIN

    And many of them do! Over three-quarters of our clients have worked with us more than once or came from a client's recommendation.

    Marquis Who's Who Listee