Openroll

What do they actually do

Openroll is a compensation platform that gives HR, recruiting, and finance teams real-time, company‑by‑company pay benchmarks and offer guidance. It connects to a customer’s internal HR data and combines it with live market signals to produce auditable benchmarks and suggested cash/equity scenarios for roles and candidates Openroll homepage YC profile.

It’s built to replace slow consultant projects and spreadsheet stitching with faster, defensible answers to “who pays what” and “what should we offer,” especially for mid‑size and scaling tech companies Openroll homepage YC profile.

Who are their target customer(s)

• Head of People / CHRO at a mid-size tech company: Offers and raises rely on guesses or outdated surveys, leading to lost candidates and high‑performer churn; they need company‑by‑company pay visibility and faster answers than consultants or spreadsheets provide YC profile Openroll homepage.
• Talent acquisition / Recruiting lead at a high-growth startup: They lose candidates because they can’t produce competitive, tailored offers quickly and spend days or weeks hunting benchmarks; they need real‑time intelligence to close offers faster YC profile Openroll homepage.
• CFO / Head of Finance at a scaling company: Compensation is a top cost center and errors can create six‑figure P&L hits; they need reliable, auditable data to avoid mis‑allocations and justify budgets YC profile.
• Hiring manager (engineering/product/sales): They lack quick, role‑specific guidance on cash vs. equity and market rates, which slows hiring and cedes candidates to rivals; they want recommendations tied to the actual competitors they lose people to YC profile Openroll homepage.
• Compensation analyst / People Ops practitioner in a larger org: They spend hours stitching HRIS exports, job‑board data, and surveys into spreadsheets or pay for bespoke benchmarks; they need a single source that pulls internal data and live market signals into repeatable benchmarks Openroll homepage Terms of Service.

How would they acquire their first 10, 50, and 100 customers

• First 10: Founder‑led pilots with Heads of People and Talent at mid‑size tech and high‑growth startups: ingest internal data, deliver live company‑by‑company benchmarks and 1–2 offer scenarios to prove value (start with YC intros) YC profile Openroll homepage.
• First 50: Leverage pilot case studies for targeted outbound and ABM: prioritize firms with active hiring signals, add a small SDR team for demo‑to‑pilot motions, and open co‑sell with 2–3 comp consultants or recruiters who can embed/resell Openroll Openroll homepage YC profile.
• First 100: Productize onboarding and add a self‑serve tier; complete HRIS/ATS and job‑board integrations; scale demand via webinars, benchmark reports for CFOs, and a referral/reseller program; make ROI visible in signup (e.g., “three competitors and one corrected offer”) Openroll homepage.

What is the rough total addressable market

Top-down context:

The immediate compensation‑management software market is about $1.1B in 2024 vendor revenue, while the broader payroll + compensation space is roughly $28.8B in 2025, indicating adjacent expansion potential AppsRunTheWorld Mordor Intelligence.

Bottom-up calculation:

Using 294,544 U.S. firms with 50–999 employees and ARR tiers of $6k/$30k/$100k, 1% penetration (2,945 customers) implies ~$18M/$88M/$295M ARR; 5% implies ~$88M/$442M/$1.47B; 10% implies ~$177M/$884M/$2.95B NAICS counts from Census SUSB SUSB Ravio pricing ref Radford alternatives.

Assumptions:

• Primary buyers are U.S. mid‑market/scaling firms (50–999 employees), excluding very small and very large enterprises NAICS/SUSB.
• Average annual contract values align with comparable tools/benchmarks: ~$6k self‑serve, ~$30k mid‑market, ~$100k data/consultative Ravio Radford alternatives.
• Penetration scenarios (1%/5%/10%) represent realistic ranges for a focused U.S. go‑to‑market before broader geography or product expansion.

Who are some of their notable competitors

• Levels.fyi: Public, company‑by‑company offer data with an employer benchmarking product; strongest for software/product roles and more a market data source than a full compensation workflow system Employer offerings Home.
• Pave: End‑to‑end compensation platform that combines market benchmarks, pay‑planning workflows, and communication tools for growth/mid‑market teams seeking an all‑in‑one solution Pave product.
• Compa (Compa.ai): Real‑time offer‑level market data and AI‑driven benchmarking focused on stock/cash and skill‑based matching; close substitute for live offer intelligence and automated role matching Platform overview.
• ChartHop: People‑ops and org‑planning platform with a compensation module; often chosen for integrated headcount planning, org charts, and comp workflows rather than external company‑by‑company offer data Pricing/comp module.
• Payfactors (Payscale): Enterprise benchmarking and market‑data suite used for job pricing, pay structures, and pay‑equity, with validated survey‑style datasets and salary‑structure tooling Payscale Payfactors.