I’ve noticed throughout my career is that employers and employees are often working from completely different assumptions when it comes to compensation. Employers tend to believe they’re paying fairly based on internal benchmarks or limited market signals. Employees often aren’t sure whether they’re being fairly compensated either. And in many cases, the “market data” behind those decisions is just a Glassdoor search, a recruiter conversation, or what a peer at a similar company is doing. That gap is what makes compensation conversations so subjective. It also made me realise how little shared ground there actually is when it comes to “fair market rate” in remote roles especially across Legal, Finance, Operations, and Virtual Assistant work, where structures vary widely by region and hiring model.…