Total Comp Geo Factor Refresh

What's new?

Benchmarks version 2022-05-26

What changes can I expect from these benchmarks?

Geographic adjustments have been updated to reflect current cost-of-labor data across the US. There have been no changes to the underlying benchmarks that were released on April 13, 2022, details of which can be found here.

Given the current sample size of Carta Total Compensation we are now able to rely on data from Total Compensation customers, representing the broad tech industry, to determine cost-of-labor differentials in 33 cities (previously 17 cities). For all other US metropolitan areas we continue to rely on data from the Bureau of Labor Statistics (BLS) which is based on a wider set of industries and type of employee.

What were the largest areas of movement from these benchmarks?

For most of the largest markets in Carta Total Compensation we’ve observed an increase in pay relative to the San Francisco Bay Area. Some of the changes to key markets include the following (SF Bay Area = 100%):

Metro Area
Previous Adjustment
New Adjustment
New York-Newark-Jersey City, NY-NJ-PA
Seattle-Tacoma-Bellevue, WA
Los Angeles-Long Beach-Anaheim, CA
Boston-Cambridge-Nashua, MA-NH
Austin-Round Rock, TX
Miami-Fort Lauderdale-West Palm Beach, FL*

* Data source for Miami has changed from BLS to Carta Total Compensation due to our increased sample size.

Outside of our largest markets we observe a mix of increases and decreases relative to Bay Area compensation levels, but on average there has been a slight increase.

How do I update my plan to use the new benchmarks version?

You can update your compensation plan to use the latest benchmark versions either by:

  1. Visiting the Plan page and clicking on the "Update available" link in the Active Plan window.
  2. Navigating to the Bands page and clicking on the "Update" bubble in the top left.

You will have the opportunity to preview the new plan with the updated benchmarks version and assess their impact on your scorecard before accepting the new plan.

Improvements to MSA borders

Carta Total Compensation currently defaults employees who are not in a supported Metropolitan Statistical Area (MSA) to a geographic adjustment factor equal to your plan’s threshold value. With this update, Carta Total Compensation will now use the adjustment factor for the nearest supported MSA.

What’s next?

Additional functionality that will allow users to apply a level-based approach to geographic adjustments.

Capital Calls on Android

General partners now have the ability to view and track capital calls from the Carta Android app. Investment firms can now track the progress of on-going and completed calls along with investor details, on the go, straight from the Carta mobile app.

Who this affects

  • Fund administration clients

Supported platforms

  • Android (Previously available on iOS)

What's new

Fund Administration clients can now access their capital call details and investor information from the Carta Android app.

  • The home screen now provides a summary of active capital calls with the ability to view individual call details.
  • Navigating to a capital call allows you to view further call and investor details along with a full investor list which can be filtered by Paid and Unpaid calls.
  • The Fund Details page now also provides a capital summary and the ability to view a list of Active, Drafted, and Completed calls.

Cashless Exercising on Mobile

Carta users will now be able to perform a Cashless Hold Exercise and Cashless Sell Exercise on the mobile app. 

Who this affects

  • Public Markets Users

Supported Platforms

  • iOS and Android

What’s new

Users with holdings in public companies on Carta will now be able to exercise and sell their shares via a Cashless Hold or Cashless Sell transaction while on-the-go through the Carta mobile app. These features were previously available to users via desktop, and this launch closes the previously existing gap in functionality between the Carta web experience and the Carta mobile app. 

Web-Login on Mobile

Carta mobile app users will now be able to login using a web-browser on iOS and Android. Web-login gives us the benefits of browser-based authentication, and better security, without disrupting the user experience.

Who this affects

Employees and Investors

Supported Platforms

iOS & Android

What’s New

In an effort to bring login and authentication together across all Carta platforms, we are launching browser-based login on mobile. The web-login experience will use Safari on iOS and a default browser on Android.

Revamped Employee Onboarding Experience

Employees registering their account on Carta for the first time can now provide their personal information as part of the onboarding process to complete their user profile. 

Who this affects?

Employees who have been issued ISO/NSO option grants or Restricted Stock Units and are registering with Carta for the first time. 

What’s new?

With an objective to provide insightful experiences, we’ve revamped the employee onboarding process to allow users to complete their user profile. Every employee registering with Carta for the first time to accept their first RSU or ISO/NSO option grant will now have the ability to provide the following information:

  • Personal details such as name, date of birth and country of citizenship 
  • Tax ID 
  • Address

Capturing these details upfront allows employees to be transaction ready for events such as exercising.


After successfully completing their user profile details, users will be directed to the Tasks page where they can accept their security.  


  • Available now to 20% of randomly selected Carta customers 
  • General availability for all Carta customers coming by the end of Q2

Disqualifying Disposition Report - Private Companies

What’s new

Private companies can now report the complete list of all ISO dispositions and see exactly which dispositions qualify for tax incentives and which ones do not, along with Ordinary Income value and other information.

How it works

Under Capitalization > Reports, find the Disqualifying Disposition Report (ISO):

Select the reporting date range, acknowledge the report’s use of in-platform securities and transactions, and then export the report to Excel:

When the report finishes generating, it will be available in the Downloads menu:

The report shows info on Disposition Type, Ordinary Income, FMV and more. In order to be completely transparent, Excel formulas are used for Disposition Type, Ordinary income, First Qualifying Disposition Date, and Disqualifying Reason fields to show how they are calculated:

Who this affects

Private companies with tender offers or secondary ISO transactions captured in Carta.


Available now for all Private market customers (the Public market Disqualifying Disposition Report is available at request as part of the Early Access release).

Additional resources

For more information around the Disqualifying Disposition Report and underlying data, please refer to this support article.

Save time on administrative tasks with HRIS integrations

What’s new?

Carta now supports integrations with 150+ HRIS and payroll providers. Customers that integrate their HRIS with Carta will have access to Pending Stakeholder Terminations, Pending Updates to Stakeholders, and Carta Total Compensation (with an active subscription). 

What are the benefits of integrating my HR system with Carta?

Your organization can unlock a new level of automation that helps you become more efficient and make better-informed decisions about your equity program with Carta’s HRIS integration. More specifically, HR integrations will help your organization in the following three ways:

1. Quickly update employee records

Reduce double entry, win time back, and gain a single source of truth for critical employee information like terminations and employee addresses.

2. Keep employee data synced across systems

With HRIS and equity data synced, you can trust that your information is always ready to take action on. If there is ever a discrepancy, Carta will flag it and make it easy for you to reconcile.

3. Calculate and understand tax impact

Employees’ tax impact has never been easier to understand with salary, location, and equity information complete in one place. Carta can help inform employee tax liability for taxable equity events.

What are the steps to integrate my HR system with Carta?

There are two steps that need to be taken to properly integrate your HR system:

1. Connect your HRIS

There are a few variations for connecting each HRIS system depending on the system’s API configuration. However, this should take no more than two minutes to complete for any provider. Here are specifics for each provider Carta integrates with:

  • Rippling
  • Bamboo
  • Namely
  • Finch - Carta uses a product called Finch to integrate with 100+ HRIS and payroll providers, including Gusto, Trinet,  and Justworks. 

Note: Only those with Company Editor, Company Administrator, or Legal Administrator permissions can perform the HRIS integration on Carta. Most HR systems also require the individual authenticating the integration to have the highest permission level too.

2. Match employee records from your HR/payroll system to stakeholder records on Carta

Carta will match the list of employees in your HRIS to the stakeholder ledger in Carta by looking at First Name, Last Name, and Email, then ask you to review them for accuracy. Please see here for how to perform the Employee ID matching process

Note: This is a necessary step for you to take to be able to take advantage of integrations.

How do I take advantage of the integrations once I have completed the initial integration?

There are two specific modules that will allow your organization to make use of your HR system integration with Carta: Pending Terminations and Pending Updates to Stakeholders. 

Please see below for how to use these modules to help you manage data coming from your HR system on Carta: 

Engineering specializations

What's new?

Carta will now provide salary + equity benchmarks for the following engineering specializations:

  • DevOps + Site Reliability
  • Quality Assurance
  • UX/Frontend

How can I assign an employee to a specialization?

You can assign an employee to an engineering specialization by: 

  1. Visiting the Employee Scorecard page for a particular employee and selecting “Edit” next to the employee’s role and then selecting “Job area and level” on the Update details page.

  2. Select the “Specialization” dropdown to assign an employee to one of the listed specializations.

Note: specialization benchmarks are currently limited to DevOps + Site Reliability, Quality Assurance, and UX/Frontend for the engineering job area.

How do I see benchmarks for engineering specializations?

You can view benchmarks for engineering specializations by:

  1. Visiting the Bands page and selecting “Engineering” under Area. Once the engineering job area is selected, you can change the engineering specializations by selecting the Specialization dropdown.

How do engineering specializations affect the Employee Scorecard?

The compa-ratio is a quick way to compare an employee's compensation to your plan's target rate for a given job area, level, and location. The compa-ratios for an employee assigned to the DevOps + Site Reliability, Quality Assurance, or UX/Frontend engineering specializations will now be calculated using the target compensation for the specializations.

Improvements to the Employee Compensation Timeline

We’ve improved the employee compensation timeline to make it easier to discern between the various types of equity awards an employee has been issued. 

Benchmarks version 2022-04-13

What changes can I expect from these benchmarks?

We’ve added more than 10,000 new salary data points to our database since the last benchmark update in January. This has allowed us to significantly improve the quality of our model as we compare results to the underlying statistics. Given the increase in the sample we are able to be more granular in our modeling as we look at different job areas and types of employees (ICs and Managers vs. Executives).

While changes to the benchmarks are largely a reflection of modeling improvements, the changes will also reflect salary movements in the market since January.

This benchmark version also includes engineering specializations for DevOps + Site Reliability, Quality Assurance, and UX/Frontend.

What were the largest areas of movement from these benchmarks?

With this benchmark update we observed larger than expected movement across several job areas, driven largely due to increased sample and refinements to our modeling, and less by overall market dynamics. Many of the decreases we observed were in valuation peer groups of $50M and below. The increases we observed were mainly in valuations higher than $50M. In both cases our benchmarks moved closer to the underlying statistics in our database.

Looking by job area, we saw the largest average increases (ranging from 6.5% - 10%) and decreases (all less than 1.5%) in the following job areas:


  • Project Management
  • Customer Success
  • Data
  • Sales


  • Administrative
  • Design
  • Human Resources
  • Marketing

How do I update my plan to use the new benchmarks version?

You can update your compensation plan to use the latest benchmark versions either by:

  1. Visiting the Plan page and clicking on the "Update available" link in the Active Plan window.
  2. Navigating to the Bands page and clicking on the "Update" bubble in the top left.

You will have the opportunity to preview the new plan with the updated benchmarks version and assess their impact on your scorecard before accepting the new plan.

What’s next?

The Bureau of Labor Statistics recently released 2021 data for US-based geo adjustments. Carta will release a May benchmark update that will include improvements to the geo adjustments within the Total Compensation product.

Retain talent with Total Rewards

All Carta Total Comp customers now have access to Total Rewards. 

What’s new?

  • Customize and share equity, salary, and benefits information with employees directly through their Carta account. 
  • Enable employees to calculate and visualize their equity value based on various exit or liquidity scenarios. 
  • Share your compensation philosophy and design custom benefits packages for each employee segment. 

How do I get started?

Setting up Total Rewards is simple. Click here for step by step instructions, or check our Total Rewards User Guide for more tips for how to ensure an easy roll out to your team. 

New Total Comp roles: Area Lead and Recruiter

We've updated the Total Comp permissions system with two new role types:

  • Area lead: Users with this role can edit employees and view bands for their assigned area(s) and level(s)
  • Recruiter: Users with this role can view bands for their assigned area(s) and level(s)

To add a teammate as an area lead or recruiter, go to the Settings > Permissions and roles page click on "Add User" and follow the instructions in the modal.

You will be asked to provide the teammate's email address, assign a role, select which areas that you want the teammate to have access to, and then select the highest level within those selected areas that they can view/edit. You can also change the role and permissions for an existing user by clicking on the action button (three dots) in the user table and selecting Edit user.

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