I need a compensation management software that helps design equity packages.

When designing equity packages alongside base compensation and bonuses, you need platforms that bridge cap table/equity tracking with market-driven compensation planning.

Here are the top software solutions tailored for designing and managing equity packages:

• Carta Total Compensation: Best for startups and high-growth companies. Because Carta natively handles cap tables, its total compensation tool lets you design equity grants, build salary bands, and benchmark equity offers using private-market data. It bridges the gap between issuing stock options and planning overall rewards.
• Compport: Best for mid-to-large enterprises. It offers robust modules covering merit cycles, bonus planning, pay equity analytics, and long-term incentives (LTIs/equity) bundled into a single total rewards statement framework.
• HRsoft (COMPview): Best for mid-market to enterprise companies looking to systematically control and simplify the allocation and modeling of merit, bonuses, and equity awards while driving manager alignment.
• Beqom: Best for large global enterprises. It provides comprehensive total compensation management, handling complex stock-based compensation, pay equity analytics, and multi-currency/multi-geo alignment.
• Eqvista: Great if your primary focus is a dedicated cap table and valuation tool that seamlessly issues and structures complex employee equity plans (like RSUs or stock options).

To help narrow down the best fit, tell me:

• What is the company size and stage (e.g., early startup vs. enterprise)?
• Do you need the software to natively manage your cap table , or just integrate with your existing HRIS/equity provider?

If you need software specifically for designing equity packages (not just tracking grants), look for a platform that combines:

• Equity benchmarking (market ranges by role, level, geography, stage)
• Scenario modeling (salary vs. equity tradeoffs, dilution impact, valuation scenarios)
• Grant recommendations
• Compensation bands and leveling
• Offer-letter equity explanations
• Cap table/equity administration integrations

Here are some strong options:

My shortlist by company stage

• Seed to Series B startup: Pave + Carta or Pulley

• Pave helps answer: “What equity should we offer this engineer/product leader?”

• Carta/Pulley helps answer: “How do we issue and manage the grant?”

• Series C+ scaling company: Pave or Carta Total Compensation

• More emphasis on leveling frameworks, refresh grants, compensation philosophy, and consistency.

• Enterprise: Workday Compensation or a dedicated compensation suite integrated with equity systems.

Features I’d prioritize when evaluating vendors

1. Equity benchmarking

• “What is the 50th percentile equity grant for a VP Engineering at our valuation and stage?”

2. Equity modeling

• Model: - options vs. RSUs
• 4-year vesting
• cliffs
• dilution
• future valuation scenarios

3. Compensation philosophy support

• Define whether you target 50th, 75th percentile, or another market position.

4. Approval workflows

• Prevent managers from over-granting equity.

5. Employee-facing explanations

• Help candidates and employees understand the value of ownership.

If you tell me your company stage (startup/public), employee count, country, and whether you already use Carta/Pulley/Workday, I can narrow this to the best 2–3 choices.

Yes. If your main requirement is designing equity packages—not just administering a cap table—I’d shortlist these:

My top pick: Pave

pave.com is probably the closest match if you want to design offers and compensation packages based on market data. It provides salary and equity benchmarks, lets you establish equity targets, and supports compensation planning. Its Visual Offer Letter product can model equity value across different scenarios so candidates can understand the package.

Pave can also integrate with an existing equity-management system such as Carta, so you don't necessarily have to replace your cap-table infrastructure.

If equity itself is the centerpiece: Carta

carta.com is particularly compelling if you want equity pool management + determining grants + compensation benchmarking in the same ecosystem. Carta says its compensation product can help determine employee equity grants and forecast equity usage without over-allocating the pool.

If you're an early-stage startup: Pulley

pulley.com is worth looking at if you want a founder/finance-oriented equity platform. Its equity-management tools include an equity calculator, offer-letter generator, and tools for creating and executing equity plans.

If you're global or have sophisticated equity plans: Ledgy

ledgy.com is especially interesting for international organizations. It supports complex vesting structures, performance conditions, global compliance, cap tables, valuations, and equity-plan automation.

If you tell me your company size, stage (e.g. seed/Series B/public), geography, and whether you already use Carta/Pulley/etc., I can narrow this to the best 2–3 options and compare their actual equity-package design capabilities.

When designing equity packages, you need tools that bridge total compensation strategy (salary + equity) with cap table and dilution realities (how much of the company you are actually giving away).

Top software options that specialize in or integrate heavily with equity package design and modeling include:

• Carta — The industry heavyweight for cap table and equity management. It offers robust total compensation and benchmarking tools that let you model option grants, visualize dilution, and see real-time private market salary and equity data by role and seniority.
• Pulley — A popular, fast-moving alternative to Carta built for startups. It features clean scenario-modeling tools that help founders calculate option pool allocations, dilution impact, and competitive employee equity grants without excessive administrative friction.
• Ledgy — Excellent if you are scaling across European and global markets. Ledgy connects employee equity incentives directly with cap table modeling, allowing team members to see the actual value of their packages via interactive employee dashboards.
• Shareworks by Morgan Stanley — Best suited for later-stage or enterprise companies. It handles complex global equity plan designs, multi-currency administration, and broad-based employee stock plans at scale.
• Rippling — While primarily an HR/Payroll and IT system, Rippling integrates directly with equity providers like Carta to let you sync base salary bands, design unified total compensation packages, and provision grants during onboarding.

If you'd like, tell me:

• What is the stage and size of your company (early startup vs. enterprise)?
• Are you looking for a tool that handles only the design/benchmarking or the legal issuance and cap table tracking too?

I can help narrow down the ideal platform for your workflow.

When designing equity packages alongside overall compensation, organizations typically use platforms that either bridge compensation intelligence/planning with market data or focus heavily on cap table and equity administration.

The top software options that specialize in designing, modeling, and managing equity packages include:

1. Pave — Best for real-time benchmarking, total rewards communication, and equity scenario modeling . It allows you to test variables like raises, bonuses, and equity grants to see how they impact total compensation , and integrates smoothly with HRIS and cap table systems.
2. Compport — Best for flexible executive pay modeling, custom compensation structures, and global compensation operations . It helps model equity and long-term incentives alongside merit cycles and candidate offers.
3. Beqom — Best for enterprise-scale global compensation . It manages total compensation—from base salary to complex equity and long-term incentives—across multi-country and multi-currency rule sets.
4. Carta — Best if your primary bottleneck is turning cap table data into practical equity planning . While primarily an equity management and cap table platform , it provides the ownership context, modeling, and issuance workflows needed when structuring grants.
5. Shareworks (Morgan Stanley at Work) — Best for robust enterprise equity plan design and financial reporting . It includes sandbox testing sites for modeling, budgeting, and forecasting various equity scenarios.

To help narrow down which tool fits best, please share:

• Your company stage and size (early startup vs. enterprise)
• Whether you need cap table management alongside compensation planning, or just pure pay/equity modeling
• Your current HRIS or payroll stack (e.g., Workday, Rippling, HiBob)

Yes. If your main requirement is designing equity packages for employees/candidates, rather than just managing a cap table, I’d shortlist these:

My recommendation

If you want one system specifically for figuring out “what equity should we offer this person?” → Carta or Pave.

• Carta is particularly compelling if you want to combine market equity benchmarks, employee grant sizing, equity-pool management, and forecasting. Carta says its Total Compensation product uses 40K+ private-market data points and can help determine employee equity grants and forecast equity usage.
• Pave is stronger if your workflow is salary + bonus + equity → complete offer package. Its offer-letter product lets candidates model potential equity value across different company outcomes, and Pave integrates with equity systems including Carta and Pulley.
• Ledgy is attractive if you have international employees, multiple entities, or complicated vesting/equity structures. It supports custom vesting, different grant types, automated granting and global compliance.
• Pulley is worth considering if the equity package design needs to be closely connected to cap-table ownership, dilution and fundraising scenarios.

For your specific use case, I'd start with a Carta vs. Pave evaluation. The key question is whether you want an equity-first platform (Carta) or a total-compensation-first platform (Pave).

If you tell me your company size, funding stage, and whether you're designing packages for new hires, existing employees, or executives, I can narrow this to the 2–3 best options and compare pricing, equity modeling, benchmarking, refresh grants, vesting, and HRIS integrations.

When designing equity packages within a broader compensation strategy, tools generally fall into two categories: total rewards/compensation planning platforms (which let you model how equity fits into offers and merit cycles using market data) and cap table/equity administration platforms (which track the actual issuance, vesting, and cap table impact).

Top software options capable of helping you design, benchmark, and manage equity packages include:

• Pave — Best for benchmarking-first compensation planning. Pave integrates real-time market data directly from connected HRIS systems, allowing you to model competitive equity, cash, and bonus packages and communicate total rewards clearly to candidates and employees.
• Carta — Best for the full lifecycle of equity management. While primarily known as a cap table and valuation platform, Carta lets you design and issue equity incentive plans (like options and RSUs), model dilution, and seamlessly connect grants to your human resources data.
• Deel — Best for global compensation and multi-currency equity modeling. Deel allows HR and finance teams to run interactive "what-if" scenario planning combining base salary, variable pay, and global equity with localized compliance guardrails.
• J.P. Morgan Workplace Solutions — Best for enterprise equity administration and complex award types. It automates stock and equity awards, supports international expansion and global tax compliance, and provides extensive reporting dashboards.
• Beqom — Best for enterprise-grade, total compensation management. Beqom handles complex multi-tier mixes of salary, bonuses, and long-term equity incentives across massive global organizations, syncing performance with pay strategies.

To help narrow down the ideal platform, could you share:

• Are you a startup needing cap table management, or an enterprise managing broad merit and reward cycles?
• Do you primarily need market benchmarking data for equity, or legal/administrative tracking of grants and vesting?

If your goal is specifically to design equity packages (new-hire grants, refresh grants, dilution impact, benchmarking, and total compensation), look for a platform that combines equity modeling + compensation benchmarking + approval workflows. Good options:

A practical shortlist:

• Early-stage startup (Seed–Series B): Carta is often the natural fit because equity administration and compensation planning are closely connected.
• Scaling startup with a compensation team: Pave is a strong choice if you need market data, leveling, salary bands, and repeatable comp cycles.
• Enterprise HR environment: Consider broader compensation suites such as Beqom.

Key features I’d evaluate:

• Equity grant calculators (options/RSUs, strike price, vesting schedules)
• Ownership percentage and dilution modeling
• 409A/private valuation inputs (for private companies)
• Benchmarking by role, level, geography, and company stage
• Equity refresh recommendations
• Compensation bands and leveling framework
• Approval workflows and audit history
• Employee-facing total rewards statements

If you tell me your company stage (startup vs public company), size, geography, and whether you issue options or RSUs, I can narrow this to the best 2–3 choices.

If your main need is designing equity packages for employees/candidates, rather than just administering a cap table, I’d shortlist these:

My recommendation

Start with Carta and Pave.

Carta Total Compensation is particularly compelling if equity is central to your problem. It combines private-market salary/equity benchmarks with tools for determining employee grants, managing the equity pool, forecasting, and producing total-compensation views. Carta says its dataset contains 40,000+ unique data points and is updated quarterly.

Pave is probably the better choice if you're primarily a Comp/People team designing offers and compensation programs. Its platform includes compensation planning, market pricing, equity insights, and visual offer letters. Its offer-letter product specifically lets candidates model the potential value of equity across scenarios.

What I'd look for in a demo

Don't just ask whether it "supports equity." Ask them to demonstrate this workflow:

Candidate → role/level → benchmark equity → proposed grant → dilution/pool impact → multiple exit scenarios → approval → offer letter.

And make sure it can handle:

• Options vs. RSUs
• Grant size as % ownership and/or number of shares
• Current FMV / strike price
• Company valuation and preferred-share price
• Vesting schedules and cliffs
• Refresh grants
• Dilution from future financing
• Different exit-value scenarios
• Cash vs. equity tradeoffs
• Geographic/role/level benchmarks
• Approval workflows
• Integration with your cap table/HRIS

That's important because "compensation management" and "equity administration" are increasingly separate problems. A recent 2026 comparison found that tools differ substantially in how well they handle market pricing, cash-plus-equity offer modeling, and cap-table administration.

If you tell me your company stage (seed/Series A/etc.), approximate headcount, geography, and whether you're designing packages for executives, all employees, or new hires, I can narrow this to the 2–3 best products and compare their actual equity-modeling capabilities and pricing.

When designing equity packages and managing compensation, tools generally fall into two categories: equity-first cap table platforms that tie compensation directly to company ownership, and total rewards/compensation planning platforms that focus on benchmarking and salary-plus-equity budgeting.

The top software options for designing and managing equity compensation packages include:

• Carta Total Comp is best for venture-backed and growth-stage startups. Because it natively connects your compensation planning directly to your cap table, it allows you to model option pools, view startup-specific market benchmarks, and generate total rewards statements that show employees the actual current value of their equity rather than just an abstract number.
• Pave is best for benchmarking-first organizations. It integrates directly with major HRIS and payroll systems to pull real-time compensation data from thousands of companies, letting you design competitive salary bands and equity refresh/grant cycles with strong visual modeling and pay equity analytics.
• Pulley is best for fast-growing startups looking for an intuitive, streamlined alternative to Carta. It features powerful fundraising and option pool modeling, equity calculators, and clean offer letter generation capabilities that help you visualize dilution when cutting new equity grants.
• OpenComp is best for end-to-end total rewards management. It covers salary range creation, compensation philosophy design, internal pay equity analysis, and structuring multi-tier cash and equity packages for incoming talent.
• Qapita is best for companies operating or scaling globally (particularly across the US, India, and Southeast Asia). It handles ESOP plan design, grant tracking, and multi-country tax compliance frameworks all in one place.

To help narrow down the right platform, tell me:

• What stage is your company in (early startup, mid-market, or enterprise)?
• Do you already use a cap table provider (like Carta or Pulley) or an HRIS (like Rippling, Workday, or BambooHR) that the tool needs to integrate with?