Compa raises $35M to bring AI discipline to enterprise compensation
Compa, a Newport Beach-based B2B software company, closed a $35 million Series B led by Jump Capital. Crosslink Capital, Storm Ventures, Permanent Capital, HR Tech Investments LLC (an affiliate of Indeed Inc.) and PagsGroup also participated. The funding supports a clear shift: large enterprises are replacing manual compensation workflows with AI.
"Compensation teams are responsible for managing multi-billion-dollar portfolios in volatile markets," said Charlie Franklin, co-founder and chief executive of Compa, in a statement. "With stakes this high, adopting AI to help compensation experts make smarter decisions is an essential competitive mandate. Compa's global data network and innovative technology make this possible, and this investment accelerates our ability to scale agentic AI to every enterprise."
What Compa actually does
Founded in 2020 by Franklin, Joe Malandruccolo and Taylor Cone, Compa focuses on AI-driven compensation intelligence for enterprise teams making pay decisions. Instead of static surveys, it delivers market data from systems of record across its customer network. HR teams can compare salary, equity and incentives against peers, then use AI to speed up insights, surface risk and scale decision support across cycles.
"We invested in Compa because it pairs high-quality, real-world compensation data with a disciplined approach that Fortune 50 companies already rely on and trust. That combination gives decision-makers far better visibility and control over how pay decisions are made," said Tarun Gupta, partner at Jump Capital, in a statement.
Why HR leaders should care
- Better visibility: Fresher, real-world comp signals beat lagging, static surveys.
- Faster cycles: Scenario planning, offers and merit decisions move quicker with AI-assisted insights.
- Risk control: Early detection of outliers and pay-related risks before they turn into issues.
- Governance: Stronger, consistent rules that keep approvals and pay bands tight across regions and roles.
How to put this to work
- Audit your comp data stack. List every survey, system of record and manual spreadsheet feeding decisions.
- Target high-friction workflows first: offers, promo cycles, off-cycle adjustments and pay range updates.
- Codify guardrails. Lock in ranges, exceptions and approvals so AI recommendations stay within policy.
- Skill up the team on AI in HR. Start with the AI Learning Path for HR Managers to build practical fluency in comp analytics and governance.
The takeaway: compensation is becoming a data and systems problem, not a spreadsheet habit. With fresh funding and enterprise adoption, platforms like Compa are pushing AI from "nice to have" to standard practice for pay decisions.
Source: Information for this article was sourced from Compa.
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