We chose not to allow traditional email/password methods to sign-in for security measures, as it’s known to be one of the most vulnerable vectors of attack. More information in our documentation page.

If you use neither Microsoft nor Google within your company than you can request an individual Login Link via "Sign-in with a Login Link" to gain access to Figures.

Precondition to gaining access to Figures this way, as with any of the other login options, is that we have already registered your email address as a user credential in our backend.
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To receive the Login Link, just click on "Sign-in with a Login Link" and enter your email address. You will receive an email with the respective Login Link (valid 24 hours) in your inbox. By clicking on it you will gain direct access to your Figures account.

But keep in mind, each Login Link can only be used once and so you have to re-generate it each time you want to access your Figures account.

You can do this on the users tab in your account section on Figures.
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Alternatively, you may find the box "Add people to your team" on the right hand side of your Figures home page. Though this section is dynamic and displays different information depending on your account status.
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Only administrator users can invite other users.

For now, we don’t integrate interns, working students, freelancers etc. into our dataset. In general, the focus is on full-time employees and their annual salaries.

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In general, students, interns and freelancers should be skipped (i. e. excluded from the mapping) as we don’t offer the means to map or compare them on Figures.
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If the integration to your HRIS considers the occupation type, then interns, working students, freelancers, but also part-time employees should automatically be displayed as "skipped" in your imported employees tab on Figures.
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Students and interns may be mapped at a later date, should they decide to move into a permanent full-time position (level junior and above). Freelancers should remain skipped.
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Here we need to differentiate between full-time employees who are doing a job (maybe in addition to their actual job) for a temporary time, and someone with an actual interim contract.

The former can remain on Figures, mapped to their current position, i. e. the one they are being compensated for. The latter, the person with an interim contract, should not be included on Figures, especially considering that their salary is often higher than that of a regular employee in the same position. The reason, of course, being their interim status and short-term contract.

If you would like to benchmark your part-time employees, you can easily convert them to their full-time equivalent on Figures, as long as you have:

To set this up, go to Account, click on the Integrations tab, click on your integrated HRIS, and scroll to the “Custom Fields” section. In the drop down for “Full-time equivalent”, choose the corresponding field you use in your HRIS. Finally, click on the “Change & save configuration” button at the bottom, then your part-time employees will be displayed in their full-time equivalent in the next 24 hours.

If you used a spreadsheet to import your employees, please manually convert their salaries to the full-time equivalent compensation information on Figures, so they can be benchmarked correctly.

By default, Market data explorer and dashboards display the total cash package. If you want you can change the settings to have base salary only displayed. Total cash includes On Target Earnings (variable bonuses) and other fixed bonuses. The base salary inclues neither.

On Target Bonuses: These are variable bonuses linked to an employees individual performance. They tend to be based on certain pre-defined targets that need to be achieved. On Figures, please enter the possible On Target Bonus, rather than the individual or average bonus pay out.
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​Fixed Bonuses: These tend to be company wide bonuses and should apply to (almost) anyone. They are linked to global objectives rather than individual ones, and can include company profit sharing schemes, team bonuses, or bonuses related to seniority or loyality.

We ask our clients to update their data at least once per year, however, most of the time data is updated at least twice a year.

Clients using integrations have real-time data in Figures. The synchronisation takes place daily.

To manually add additional employees, you need to click on "Add a new employee" on the tab employees. In order to save an entry please make sure that you have entered all mandatory information (marked with *). If it still doesn't work, your AdBlocker may be the culprit and needs to be deactivated.

For filling the spreadspeet, please consider the following:

Yes, please find the complete list of job profiles, including definitions, here.

We add more roles on a regular basis and the linked list is updated accordingly.
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If our list of job profiles does not offer the right equivalent you’re looking for, you can leave it unmapped and make a new job request.

We review requests regularly, but as we only want to create relevant jobs (i.e. jobs for which we will be able to provide market data), the two following criteria must be met:

We’re confident we’ll be able to map at least 50 employees coming from at least 3 distinct companies.

The job is specific enough so that we compare similar employees (similar missions & skills).

If we decide to create a new job you have requested, your CSM will get back to you with the good news! Keep in mind though: it may take some time for us to gather the right amount of data that will allow us to create the job.
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The level description is more important than years of experience. Experience is only a guide but it can be quite different from reality. The scope, autonomy, and expertise on a job are more important. Please find an overview of current leveling options on Figures here and more detailed information on mapping levels here.
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If the employee is responsible for a team composed of employees carrying out the same job, then they will be a manager for that job only.
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If the employee is responsible for a team composed of several job families then they will be a generalist Manager (except for Chief Of Staff and Chief Operating Officer).
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​Example: If I am a manager of a team composed of accountants only, I will be the Accountant Lead. If there are accountants, controllers, and analysts in my team, I would be the Finance Manager Lead.
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If you are looking for CFO roles, you can select Finance Manager and set the Figures' Seniority level to C-level.
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The same logic applies to other exec roles (e.g. a CPO is a C-Level Product Manager, a CMO is a C-Level Marketing Manager etc.).

There are some C-Level roles such as the CEO or COO that deviate from that rule since they do not exist on a lower seniority level.

You can choose between 3 types of locations:
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1. The city where your office is based
2. Other: Other cities in a country where you have offices that are not listed
3. Remote: For people with a special remote work contract
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Please make sure to map every employee to the location they are actually based at according to the above categorization.
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In case you cannot find a specific country overall, please let your Customer Success Manager know or use the chat to inform us. We'll make sure to create the country including the capital city and the options for remote and others.

In the Imported Employees tab, you might have noticed that some of your employees moved from the category 'Mapped' to 'Needs Remapping'.

Employees can switch categories for two reasons:

We have exchangeratesapi.io running in the background and synch from it every Weekend.

In your people dashboard on Figures you see the market positioning per employee in the last culumn on the right. It is based on the deviation of the employees actual salary (culumn "Total Cash" in the screenshot) from the market salary (culumn "Market") at the chosen target percentile (culumn "Target Percentile"). I say "chosen" because you can actually choose a different target percentile in your compensation policy settings.
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The decisive deviations per positioning are:
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-20+ => Way below target
-20 / -5 => Below target

-5 / +5 => On target

5 / 20 => Above target

20+ => Way above target