Who this affects
Employees and Investors
iOS & Android
Employees and Investors
iOS & Android
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.
Employees who have been issued ISO/NSO option grants or Restricted Stock Units and are registering with Carta for the first time.
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:
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.
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).
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.
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:
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.
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:
Carta will now provide salary + equity benchmarks for the following engineering specializations:
You can assign an employee to an engineering specialization by:
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.
Note: specialization benchmarks are currently limited to DevOps + Site Reliability, Quality Assurance, and UX/Frontend for the engineering job area.
You can view benchmarks for engineering specializations by:
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.
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.
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.
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:
You can update your compensation plan to use the latest benchmark versions either by:
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.
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.
All Carta Total Comp customers now have access to Total Rewards.
We've updated the Total Comp permissions system with two new role types:
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.
Soon, companies will have access to the updated Capitalization > By Share Class view. This page comes with improved performance for large Cap Tables, allowing you to view and interact with your Cap Table up to 5x faster.
To access this view, you can navigate to Capitalization > By Share Class.
We will continue to improve the experience, adding a new summary visualization to the top of the page, and improving the navigability between the By Share Class and the By Stakeholder Cap Tables.
Support Article: Capitalization Table - By Share Class
Users with holdings in companies identified as Qualified Small Businesses (QSB) will now be notified of the potential tax benefit. Carta determines QSB eligibility when performing a 409A valuation and email notifications will be sent to all users associated with the company once the valuation is accepted. In addition, vesting emails will include information about the qualified small business stock (QSBS) tax benefit.
Furthermore, users can now find a banner in the company overview page within their portfolio that informs them about QSBS eligibility, linking to a blog post to learn more. Finally, users will be notified if their exercise qualifies for QSBS once they submit an exercise request.
US Companies using Carta for 409A valuations that are QSBS eligible and all their stakeholders, prioritizing “Vested” option holders.
Emails are sent to all users associated with a company that qualifies as a QSB. If Carta determines the company is a qualified small business, emails are sent once the 409A valuation is accepted. Extra emails are sent to all users each time the company’s valuation includes eligibility.
Vesting emails will now include information about QSBS eligibility to help make a more informed decision about exercising.
A banner informing users of the QSBS Eligibility Tax Benefit can be found next to the company’s name in their portfolio. This banner appears for companies identified as qualified small businesses, including information about the potential tax benefit from exercising and the expected timeframe of the company’s eligibility.
Upon submitting an exercise request, the Congratulations page will inform users that the shares are QSBS-eligible. It summarizes the conditions and links to an Equity Education article to learn more (highlighted in red).
You can now set the local currency for cash compensation (salary and variable) for your employees' scorecards. This new feature paves the way for better support for international employees. Target compensation for non-USD currencies will be supported in the future.
We've enhanced the leveling framework with new and updated job areas and specializations. This improvement is an important step toward expanding the scope of the Bands feature to include benchmarks for these new job areas and specializations.
NOTE: These updates do not impact your employee's target salary or equity, as they are simply improvements to the labeling system to more accurately reflect trends in job functions.
The following job areas and specializations have been added and updated. Job areas marked with an asterisk (*) are currently only available for leveling purposes and do not yet support bands. At this time, all specializations still do not differentiate bands/benchmarks from their top-level job area, however, we will soon be launching specialized bands starting with Engineering, IT, Marketing, and HR. You will be notified as soon as bands are available for these new areas and specializations.
|Corporate Affairs*||Government Affairs|
|Corporate Affairs*||Regulatory Affairs|
|Data||Business Intelligence and Analytics|
|Engineering||Crypto and Web3|
|Finance||Financial Planning and Analysis|
|HR||Learning and Development|
|Project Management||Non-Technical Project Management|
|Project Management||Technical Project Management|