Overview

About May Mobility

May Mobility is a pioneer in the autonomous vehicle industry, dedicated to developing shared mobility solutions that reduce congestion and increase transportation accessibility. To support this mission, attracting and retaining top talent is essential, making their compensation program a critical part of their strategy.

Challenge

When May Mobility approached Pequity, they were 60 employees in and growing rapidly. The people team was working hard to scale operations at the time, and managing compensation cycles with merit increases, equity refreshes, and promotions was becoming an increasingly complex challenge. While the team utilized spreadsheets to plan for salary adjustments, it started to cost the team significant time and effort. Updating frameworks and ensuring data remained accurate - as the company continued to grow - while keeping both employees and leaders in the loop was becoming increasingly difficult.

On top of that, critical manual and transactional processes began to require more and more of the team’s already limited time - for example, in previous cycle’s, the team spent upwards of two weeks generating and auditing reward statements for each cycle, diverting time away from other strategic initiatives.

Solution

To address these challenges, May Mobility partnered with Pequity to design and run a compensation cycle process tailored to their specific needs.

• Custom Configuration & Dedicated Support: May Mobility worked with their Pequity Comp Cycle Architect to configure recommendation and budget logic to meet May Mobility’s compensation philosophy, ensuring that managers had the guidance and data they needed to make the right decisions.
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• Streamlined Planning: The Comp Cycle planning hierarchy was customized to fit their preferred method of planning, eliminating time-consuming manual updates to spreadsheets and enabling the team to scale the process to the whole company.
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• Efficient Reward Letters: Pequity set up reward letter templates based on May Mobility’s specifications and letters were generated instantly in the product after each cycle. Managers were then able to distribute letters directly to employees from Pequity via email saving the compensation team additional time.

Results

The implementation of Pequity at May Mobility brought immediate and lasting benefits:

• Significant Time Savings: Reward letter generation, which previously could require up to two weeks of manual effort across the people operation teams, was reduced to only two days using Pequity. This represents an 85% decrease in time spent, enabling the team to shift focus from administrative tasks to more impactful, value-added activities within the company’s growth strategy. Additionally, Comp Cycle’s automated calculations and built-in checks ensured accuracy, freeing up countless hours previously spent managing logic and verifying data.
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• Increased Transparency and Trust: With clearer, consistent compensation data readily available, managers were empowered to make informed decisions, and employees trusted that their compensation outcomes were fair and consistent with company policy.
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• Positive Manager Feedback: Managers found Pequity’s tool intuitive and reliable, which made planning cycles easier and ensured that they could focus on guiding their teams rather than sifting through spreadsheets.

“The simplicity and reliability of Pequity’s Comp Cycle has transformed the way we provide our service of excellence to our staff, especially around employees’ reward experiences. Now, we deliver results faster and with much more confidence knowing that our data is accurate and real-time.”

Patt Ekong
Director, Compensation & Performance Rewards, May Mobility

Summary

Pequity’s compensation software empowered May Mobility’s team to stay lean and efficient while the company scaled rapidly. By automating key elements of the comp cycle, from planning flows to reward letters, Pequity enabled May Mobility to maintain full confidence in their compensation programs as the continue to succeed in their aim to attract and retain top talent.