Compensation planning intake that captures approval authority up front
Every submission captures the project goal, employee headcount, and whether the contact can approve pay or budget changes, so you can see decision-making authority before you scope a full compensation engagement. Salary band documents and org charts arrive with the enquiry, ready for your CRM.
The exact intake your compensation planning leads complete
This is the real 7-question guided intake for Compensation Planning — the same flow your customers finish before you ever pick up the phone.
What a qualified compensation planning lead should tell you
Structured intake for HR consulting engagements that design or audit employee pay: building new salary structures, benchmarking against market rates, designing bonus or incentive programs, or auditing pay equity across a defined employee group.
- Main Goal Compensation Project
- Many Employees Covered By
- Have Any Documented Pay
- Authorized Approve Changes Employee
- Prompting This Compensation Effort
- Compensation Plan Be Ready
- Have Budget Approval Available
The questions your team needs answered
Every compensation planning intake asks these — and why each one matters.
| Question | Why it matters |
|---|---|
| What is the main goal for your compensation planning project? | The stated project goal is the primary driver of lead value, with building a new pay structure, market benchmarking, bonus design, and equity audits all scoring well above an undecided contact. |
| How many employees are covered by this compensation project? | Headcount doesn't carry scoring weight but tells you the likely size and complexity of the engagement before you scope it. |
| Do you currently have any documented pay ranges or salary bands? | Knowing whether documented pay bands already exist shapes whether the work starts from a blank slate or a revision, without affecting the lead's score. |
| Are you authorized to approve changes to employee pay or benefits? | Confirming pay-change approval authority is one of the two highest-weighted answers, separating a decision-maker from someone gathering information for a boss. |
| What is prompting this compensation planning effort right now? | The underlying trigger, such as compliance risk versus a routine budget cycle, gives context for how the discovery call should be framed even though it isn't scored. |
| When do you need the compensation plan to be ready? | The stated readiness timeline helps with scheduling priority even though it carries no scoring weight of its own. |
| Do you have budget approval available to implement recommended pay changes? | Confirmed budget to implement recommended changes is the second-highest weighted answer, flagging projects that are funded and likely to move forward. |
How Cliont scores compensation planning leads
Every answer is weighted automatically — no manual review required.
Value signals
- Build a new pay structure
- Review pay against market rates
- Design bonus or incentive programs
- Audit pay equity across roles
- Authorized Approve Changes Employee: yes
- Have Budget Approval Available: yes
Disqualifiers
- Not sure yet
See the lead your team receives
Compensation Planning Lead
From first click to qualified lead
Follow prospects and clients through one smooth, guided flow.
They land & meet you
Your video greeting plays instantly — a real face instead of a blank form.
They explain the project
Smart questions adapt to their project and capture the full scope.
They share the details
The scope and any documents come attached, so you can scope before the first call.
You get a ready lead
Scored and qualified — waiting for you to win it.
Built for compensation planning workflows
| Cliont capability | Compensation Planning application |
|---|---|
| Weighted lead scoring | Authorization to approve pay changes and budget approval carry the heaviest weights in the model, so a lead with real decision-making power and funding outranks one that's just researching options. |
| File upload capture | Salary band documents, org charts, or existing compensation budgets can be collected at intake so your team reviews the current state before the discovery call instead of during it. |
| CRM routing | Qualified compensation projects arrive in your CRM with the stated goal, headcount, and trigger already attached, ready to be logged as a scoped opportunity rather than a cold inquiry. |
| Answer-based prioritization | Because timeline and headcount carry no scoring weight, the system leans on goal type and approval authority to separate a serious mandate from an early-stage inquiry. |
Common compensation planning lead scenarios
New pay structure with exec sponsor
Contact selects 'Build a new pay structure' and confirms they can approve pay changes, pairing the highest-weighted goal with the highest-weighted authorization answer.
Market-rate review for growing team
Goal is market benchmarking, headcount lands in the 51-200 range, and the trigger is company growth, giving a clear picture of project scope before a discovery call.
Pay equity audit under compliance pressure
Goal is a pay equity audit driven by legal or compliance concerns with an 'as soon as possible' timeline, flagging a project that needs scheduling priority even though timing isn't scored.
Exploring options, no purchase authority
Contact picks 'Not sure yet' for the project goal and answers no to approving pay changes, producing a lower combined score that signals more qualification is needed before a call.
Bonus program with no existing bands
Goal is designing a bonus or incentive program, but the company has no documented pay ranges yet, which changes the scope discussion even though it doesn't change the score directly.
Connect Cliont to your workflow
Send leads
HubSpot, HighLevel, Salesforce, JobNimbus
Book projects
Google Calendar, Outlook Calendar, Calendly
Notify your team
Email, SMS, Slack
Automate follow-up
Zapier, Webhooks, API
Simple, transparent pricing
Choose the plan that works for your business.
Professional
Unlimited intake forms and leads for your growing business.
- Unlimited intake forms
- Custom video greetings
- AI-powered voice bot
- English + Spanish support
- Automatic lead scoring
- Digital estimates & e-signatures
- Photo, video & file upload
- Advanced analytics dashboard
Pay Per Lead
Only pay when you receive a qualified lead.
- Unlimited intake forms
- Custom video greetings
- AI-powered voice bot
- English + Spanish support
- Automatic lead scoring
- Digital estimates & e-signatures
- Photo, video & file upload
- Charged only for submitted leads
More human resources consulting intake templates
Compensation Planning lead-intake FAQs
How does the intake surface who can actually approve pay changes?
The form asks directly whether the contact is authorized to approve changes to pay or benefits, and that answer carries one of the highest weights in the scoring model. A 'yes' pushes the lead toward higher priority, since it means you're not spending a discovery call convincing someone who has to go get approval afterward.
Can the intake tell me if a prospect already has salary bands in place?
Yes, the intake asks whether the company currently has documented pay ranges or salary bands. That answer doesn't carry a scoring weight, but it tells you upfront whether the engagement starts from scratch or from an existing structure.
Does the form capture why the company is doing this now?
It asks what's prompting the compensation project right now, with options covering growth, turnover, compliance, or the annual budget cycle. That context helps you frame the discovery call around the actual trigger instead of guessing.
What happens to leads who answer 'Not sure yet' for the project goal?
'Not sure yet' is a valid answer to the main goal question, but it carries the lowest weight among the goal options. Those leads still reach your CRM, just typically with a lower combined score than a lead who already knows they want a new pay structure or an equity audit.
Does the number of employees affect the lead score?
No. Headcount is captured for scoping and pricing purposes, but the answer options carry no scoring weight on their own. It's there so you know whether you're quoting a 10-person team or a 200-plus organization before you get on the call.
How is the budget-approval question used?
The intake asks whether budget approval is available to implement recommended pay changes, and a 'yes' answer scores meaningfully higher than a 'no'. It's a practical check on whether recommendations from the engagement will actually get funded and implemented.
Turn compensation planning visitors into qualified clients
Give every compensation planning visitor a guided intake instead of a dead contact form — and get a scored, qualified lead before you take the first call.