Score candidates against the role's value matrix · auto-level · test target comp against the band it earns
Role: Strategic Growth Director · $115–125K base + 22% variable · OTE ~$140K
Value-input weights
These are the "value inputs" every candidate is scored against. Weights must total 100 — tune them to your hiring priorities; every candidate re-levels instantly.
Levels & comp bands
A candidate's weighted composite (0–100) maps to a level. Each level carries a comp band anchored to the JD. Target comp is graded against the band the candidate earns, not the band you hoped for.
Internal equity reference from the JD — context only
Where SGD sits relative to adjacent roles. Keep OTE convergence in mind when a candidate levels high.
Scoring rubric — anchored descriptors
Use the same anchors for every candidate so scores are comparable across the pipeline. 1 = Gap, 3 = Meets the bar, 5 = Exceptional. Derived from the SGD JD "Required Capabilities" and owned KPIs.